Human Resource Management Report: Squire Garden Centers' Strategies
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This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Squire Garden Centers, focusing on talent resourcing, recruitment, selection, training, and employee relations. It evaluates the effectiveness of HRM elements in enhancing organizational profit and productivity, while also considering internal and external factors influencing HRM decision-making, including employment legislation. The report highlights the benefits of various HRM practices for both employers and employees, such as promoting positive behavior and developing employee performance. Furthermore, it illustrates the practical application of HRM within Squire Garden Centers, demonstrating how strategic HRM contributes to achieving organizational objectives and maintaining a positive working environment. The analysis emphasizes the importance of aligning HRM strategies with business goals to ensure effective workforce planning and resource management.
Human Resource Management
1
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Executive Summary
Human resource management is advantageous to develop the performance of employees in an
organization. In addition, HRM of an organization mainly prioritizes few vital aspects of that
organization such as recruiting and selecting new employees, providing useful and helpful
training and development programs and reward management. This specific assessment is carried
out to expose various aspects of human resource management. Squire Garden Centers is the
organization and it advertises for employing new employees in all of their garden centers. In this
regard, the role of a Human resource officer is to pick out the CVs and employs the best ones
among all. The assessment helps to know regarding the scope and purpose of human resource
management in terms of talent along with skills. In addition, this is found that those purposes are
applicable to meet the organizational objectives. Moreover, the assessment provides knowledge
on the weakness and strengths of various approaches for selection along with recruitment. The
assessment shows the key elements of human resource management of the organization and
evaluates the value of those elements. Benefits and usefulness of various human resource
management practices that are obtained by Squire Garden Centers are highlighted in it.
Knowledge of the external and internal factors is analyzed in this report to reveal its effect on
HRM decision-making including employee legislation. This part also encompasses the
significance of employee relations in the case of HRM decision making. The assessment aid to
illustrate the application of HRM practices in Squire Garden Centers.
2
Human resource management is advantageous to develop the performance of employees in an
organization. In addition, HRM of an organization mainly prioritizes few vital aspects of that
organization such as recruiting and selecting new employees, providing useful and helpful
training and development programs and reward management. This specific assessment is carried
out to expose various aspects of human resource management. Squire Garden Centers is the
organization and it advertises for employing new employees in all of their garden centers. In this
regard, the role of a Human resource officer is to pick out the CVs and employs the best ones
among all. The assessment helps to know regarding the scope and purpose of human resource
management in terms of talent along with skills. In addition, this is found that those purposes are
applicable to meet the organizational objectives. Moreover, the assessment provides knowledge
on the weakness and strengths of various approaches for selection along with recruitment. The
assessment shows the key elements of human resource management of the organization and
evaluates the value of those elements. Benefits and usefulness of various human resource
management practices that are obtained by Squire Garden Centers are highlighted in it.
Knowledge of the external and internal factors is analyzed in this report to reveal its effect on
HRM decision-making including employee legislation. This part also encompasses the
significance of employee relations in the case of HRM decision making. The assessment aid to
illustrate the application of HRM practices in Squire Garden Centers.
2
Table of Contents
Introduction......................................................................................................................................3
Company background.................................................................................................................. 3
LO1 Explain the purpose and scope of Human Resource Management in terms of resourcing an
organization with talent and skills appropriate to fulfill business objectives..................................3
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organization...........................................................................................................3
P2 Explain the Strengths and weakness of different approaches to recruitment and selection...5
LO2 Evaluate the effectiveness of the key elements of Human Resource Management in an
organization 800..............................................................................................................................6
P3 Explain the benefits of different HRM practices within an organization for both the
employer and employee............................................................................................................... 6
P4 Evaluate the effectiveness of different HRM practices in terms of raising organizational
profit and productivity................................................................................................................. 7
LO3 Analyze the internal and external internal and external factors that affect the Human
Resource Management Decision-making, including employment legislation 700.........................8
P5 Analyze the importance of employee relations with respect to influencing HRM decision-
making.........................................................................................................................................8
LO4 Apply Human Resource Management practices in a work related context 800.....................8
P7 Illustrate the application of HRM practices in a work related context, use specific examples
..................................................................................................................................................... 8
Conclusion....................................................................................................................................... 8
Reference List.................................................................................................................................. 9
3
Introduction......................................................................................................................................3
Company background.................................................................................................................. 3
LO1 Explain the purpose and scope of Human Resource Management in terms of resourcing an
organization with talent and skills appropriate to fulfill business objectives..................................3
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organization...........................................................................................................3
P2 Explain the Strengths and weakness of different approaches to recruitment and selection...5
LO2 Evaluate the effectiveness of the key elements of Human Resource Management in an
organization 800..............................................................................................................................6
P3 Explain the benefits of different HRM practices within an organization for both the
employer and employee............................................................................................................... 6
P4 Evaluate the effectiveness of different HRM practices in terms of raising organizational
profit and productivity................................................................................................................. 7
LO3 Analyze the internal and external internal and external factors that affect the Human
Resource Management Decision-making, including employment legislation 700.........................8
P5 Analyze the importance of employee relations with respect to influencing HRM decision-
making.........................................................................................................................................8
LO4 Apply Human Resource Management practices in a work related context 800.....................8
P7 Illustrate the application of HRM practices in a work related context, use specific examples
..................................................................................................................................................... 8
Conclusion....................................................................................................................................... 8
Reference List.................................................................................................................................. 9
3
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Introduction
Human resource management (HRM) is one of the strategic approaches to the useful
management of people in an organization as they can aid the business to achieve the competitive
advantage (Noe et al., 2017). Human resource management is advantageous to develop the
performance of employees in an organization. In addition, HRM of an organization mainly
prioritizes a few vital aspects of that organization. Those aspects are recruiting and selecting new
employees, providing useful and helpful training and development programs and reward
management. This ongoing assessment is carried out to reveal various aspects of human resource
management. Squire Garden Centers is the company and the company advertises for recruiting in
all of their garden centers. In this regard, the role of a Human resource officer is to shortlist the
CVs and recruits the best candidates among all. The assessment will be emphasized the scope
and purpose of human resource management in terms of talent along with skills, which can be
applied to meet the organizational objectives. Moreover, the assessment will show the weakness
and strengths of various approaches to selection along with recruitment. The assessment will
include the key elements of human resource management of the organization and evaluate the
usefulness of those elements. Benefits and usefulness of various human resource management
practices, which are obtained by the organization Squire Garden Centers, will be highlighted
here. Apart from that, the external and internal factors will be analyzed in this assessment to
reveal its effect on HRM decision-making including employee legislation. This part also covers
the significance of employee relations in the case of HRM decision making. In the last part, the
assessment will be illustrated the application of HRM practices in the organization.
Company background
Squire Garden Centers is one of the medium sized businesses in England. This is a family-owned
business. The organization was established in the year 1936 and in the time of start-up, it was a
landscaping business. From the business of landscaping, it expanded into the garden center in the
year 1964. In this regard, it can be seen that there are now 15 garden centers. All of these garden
centers are based in the South East of England.
4
Human resource management (HRM) is one of the strategic approaches to the useful
management of people in an organization as they can aid the business to achieve the competitive
advantage (Noe et al., 2017). Human resource management is advantageous to develop the
performance of employees in an organization. In addition, HRM of an organization mainly
prioritizes a few vital aspects of that organization. Those aspects are recruiting and selecting new
employees, providing useful and helpful training and development programs and reward
management. This ongoing assessment is carried out to reveal various aspects of human resource
management. Squire Garden Centers is the company and the company advertises for recruiting in
all of their garden centers. In this regard, the role of a Human resource officer is to shortlist the
CVs and recruits the best candidates among all. The assessment will be emphasized the scope
and purpose of human resource management in terms of talent along with skills, which can be
applied to meet the organizational objectives. Moreover, the assessment will show the weakness
and strengths of various approaches to selection along with recruitment. The assessment will
include the key elements of human resource management of the organization and evaluate the
usefulness of those elements. Benefits and usefulness of various human resource management
practices, which are obtained by the organization Squire Garden Centers, will be highlighted
here. Apart from that, the external and internal factors will be analyzed in this assessment to
reveal its effect on HRM decision-making including employee legislation. This part also covers
the significance of employee relations in the case of HRM decision making. In the last part, the
assessment will be illustrated the application of HRM practices in the organization.
Company background
Squire Garden Centers is one of the medium sized businesses in England. This is a family-owned
business. The organization was established in the year 1936 and in the time of start-up, it was a
landscaping business. From the business of landscaping, it expanded into the garden center in the
year 1964. In this regard, it can be seen that there are now 15 garden centers. All of these garden
centers are based in the South East of England.
4
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LO1 Explain the purpose and scope of Human Resource Management in terms of
resourcing an organization with talent and skills appropriate to fulfill business objectives
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organization
Human resource management is one of the significant departments for any organization and this
can be revealed that a human resource manager plays a major role in developing the performance
of the employees in Squire Garden Centers (Cascio, 2015). In this regard, there are few very vital
roles of HR managers and those need to be followed by HR managers of Squire Garden Centers
to resourcing an organization and workforce planning.
Selection and recruitment
Selection and recruitment are very necessary for Squire Garden Centers and this can be revealed
that it is necessary to develop the organization along with expanding it. Human resource
management is taken the main initiatives to recruit and select new employees in Squire Garden
Centers. As the company advertises for recruiting new employees in their gardens, it is the duty
of HR managers to shortlist the CVs of willing candidates along with selecting the proper and
best employees for interview process (Albrecht et al., 2015). Selection and recruiting are very
significance for running a business operation and the HR manager needs to be capable of
employing new employees via these processes.
Orientation
Orientation is one of the significant ways to help the new employees for adjusting with the new
environment along with new people. Not all the organization are provided the orientation toward
the new employees (Donate et al., 2015). In this regard, it can be revealed that Squire Garden
Centers must provide the orientation to their new employees as they are recruiting presently.
This will help them to adjust to the company and work properly. Human resource managers of
Squire Garden Centers must cover the goals and objectives of their organization along with the
assistance of employees for accomplishing short term and long-term goals.
Maintaining the Organizational Environment
5
resourcing an organization with talent and skills appropriate to fulfill business objectives
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organization
Human resource management is one of the significant departments for any organization and this
can be revealed that a human resource manager plays a major role in developing the performance
of the employees in Squire Garden Centers (Cascio, 2015). In this regard, there are few very vital
roles of HR managers and those need to be followed by HR managers of Squire Garden Centers
to resourcing an organization and workforce planning.
Selection and recruitment
Selection and recruitment are very necessary for Squire Garden Centers and this can be revealed
that it is necessary to develop the organization along with expanding it. Human resource
management is taken the main initiatives to recruit and select new employees in Squire Garden
Centers. As the company advertises for recruiting new employees in their gardens, it is the duty
of HR managers to shortlist the CVs of willing candidates along with selecting the proper and
best employees for interview process (Albrecht et al., 2015). Selection and recruiting are very
significance for running a business operation and the HR manager needs to be capable of
employing new employees via these processes.
Orientation
Orientation is one of the significant ways to help the new employees for adjusting with the new
environment along with new people. Not all the organization are provided the orientation toward
the new employees (Donate et al., 2015). In this regard, it can be revealed that Squire Garden
Centers must provide the orientation to their new employees as they are recruiting presently.
This will help them to adjust to the company and work properly. Human resource managers of
Squire Garden Centers must cover the goals and objectives of their organization along with the
assistance of employees for accomplishing short term and long-term goals.
Maintaining the Organizational Environment
5
Providing a better organizational environment can be useful for developing the performance of
an employee in an organization. Moreover, this can be found that because of inappropriate
organizational environment, companies are facing an issue of employee turnover. Human
resource managers of Squire Garden Centers need to be maintained a suitable and workable
organizational environment in their organization as they can retain the new employee (Stone and
Deadrick, 2015). In addition, this can be advantageous for developing the performance of the
new employees of Squire Garden Centers as good working conditions is always helpful to work
with dedication. Employee welfare is another concepts and it needs to be managed by the HR
manager to increase job satisfaction.
Managing employee relations
Building and managing a very good relationship between the organization and the employees is a
vital role for human resource managers, which need to be considered by the HR managers of
Squire Garden Centers (Inkinen, 2016). In order to build a relationship and maintain it, HR
managers have to be flexible with their new employees. Moreover, HR managers of Squire
Garden Centers need to be motivated and encourage their employees to develop their employees.
HRM of Squire Garden Centers has to develop a system for offering non-financial and financial
advantages toward the employee of different departments.
Training and Development
Providing new employees a well-organized and useful training and development program is very
much required for increasing their skills and developing the performance. Training and
developing programs need to be arranged by the HR managers of Squire Garden Centers as they
advertise for new recruiting (Guerci et al., 2016). After getting the job, in order to adjust with it
and developing the performance, Squire Garden Centers have to provide a well-organized
training program.
P2 Explain the Strengths and weakness of different approaches to recruitment and
selection
Recruitment and selection is a significant process for employing the new employees in the
organization and there are strength and weakness of different approaches to recruitment and
6
an employee in an organization. Moreover, this can be found that because of inappropriate
organizational environment, companies are facing an issue of employee turnover. Human
resource managers of Squire Garden Centers need to be maintained a suitable and workable
organizational environment in their organization as they can retain the new employee (Stone and
Deadrick, 2015). In addition, this can be advantageous for developing the performance of the
new employees of Squire Garden Centers as good working conditions is always helpful to work
with dedication. Employee welfare is another concepts and it needs to be managed by the HR
manager to increase job satisfaction.
Managing employee relations
Building and managing a very good relationship between the organization and the employees is a
vital role for human resource managers, which need to be considered by the HR managers of
Squire Garden Centers (Inkinen, 2016). In order to build a relationship and maintain it, HR
managers have to be flexible with their new employees. Moreover, HR managers of Squire
Garden Centers need to be motivated and encourage their employees to develop their employees.
HRM of Squire Garden Centers has to develop a system for offering non-financial and financial
advantages toward the employee of different departments.
Training and Development
Providing new employees a well-organized and useful training and development program is very
much required for increasing their skills and developing the performance. Training and
developing programs need to be arranged by the HR managers of Squire Garden Centers as they
advertise for new recruiting (Guerci et al., 2016). After getting the job, in order to adjust with it
and developing the performance, Squire Garden Centers have to provide a well-organized
training program.
P2 Explain the Strengths and weakness of different approaches to recruitment and
selection
Recruitment and selection is a significant process for employing the new employees in the
organization and there are strength and weakness of different approaches to recruitment and
6
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selection (Dhar, 2015). In addition, the HR managers of Squire Garden Centers have to consider
these strengths and weaknesses during the recruitment of their organization.
Strengths
Recruitment and selection is the procedure that can help the HR managers of Squire Garden
Centers to build a good relationship between applicant and employer. A strong pool of applicants
Recruitment and selection process is advantageous for Squire Garden Centers as this can assist
the HR managers of the company to get the application of various talented and skillful
employees for the jobs (Berman et al., 2019). Talented employees are needed to develop the
organization. Appropriate Screenings
The selection and recruitment process is prioritized on the tests, interviews, mechanisms, and
applicants. This is utilized to make the evaluation of qualifications along with the individuality
of the applicants (Jamali et al., 2015). In order to hire talented employees, appropriate screenings
is required for Squire Garden Centers. Positive Strategic Alignment
According to Forbes, strategic human resource can be considered as the practical approach to
talent management with the comparison of traditional or the transactional HR systems. This
process is aligned with strategic HR (Hornstein, 2015). This process will be helpful for Squire
Garden Centers as it aids to identify the types of employees, needed to recruit by the
organization. This process is advantageous to fulfill the vacancies of Squire Garden Centers by
considering their organizational objectives and goals. Decrease the turnover
Recruitment and selection process is very useful as this can assist the HR managers of Squire
Garden Centers to select the proper candidates for the job (Stone et al., 2015). This can be
beneficial for the company to reduce employee turnover.
7
these strengths and weaknesses during the recruitment of their organization.
Strengths
Recruitment and selection is the procedure that can help the HR managers of Squire Garden
Centers to build a good relationship between applicant and employer. A strong pool of applicants
Recruitment and selection process is advantageous for Squire Garden Centers as this can assist
the HR managers of the company to get the application of various talented and skillful
employees for the jobs (Berman et al., 2019). Talented employees are needed to develop the
organization. Appropriate Screenings
The selection and recruitment process is prioritized on the tests, interviews, mechanisms, and
applicants. This is utilized to make the evaluation of qualifications along with the individuality
of the applicants (Jamali et al., 2015). In order to hire talented employees, appropriate screenings
is required for Squire Garden Centers. Positive Strategic Alignment
According to Forbes, strategic human resource can be considered as the practical approach to
talent management with the comparison of traditional or the transactional HR systems. This
process is aligned with strategic HR (Hornstein, 2015). This process will be helpful for Squire
Garden Centers as it aids to identify the types of employees, needed to recruit by the
organization. This process is advantageous to fulfill the vacancies of Squire Garden Centers by
considering their organizational objectives and goals. Decrease the turnover
Recruitment and selection process is very useful as this can assist the HR managers of Squire
Garden Centers to select the proper candidates for the job (Stone et al., 2015). This can be
beneficial for the company to reduce employee turnover.
7
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Weakness
Along with several benefits, there are few weaknesses as well for the recruitment and selecting
process. In this regard, this can be revealed that during the process of selection and recruitment,
HR managers of Squire Garden Centers have to be considered this weakness (Berman et al.,
2019). Moreover, this can be seen that the HR managers need to be highly skillful and capable of
completing the entire process in a well-organized way. In addition, this process is very time
consuming and the organization needs to spend a lot of money to complete this process
effectively.
LO2 Evaluate the effectiveness of the key elements of Human Resource Management in an
organization 800
P3 Explain the benefits of different HRM practices within an organization for both the
employer and employee.
Practices of Human resource management are very much beneficial for the company Squire
Garden Centers while this can be revealed that both the employees and employer are obtained
advantages in this regard (Hitt et al., 2016). There are several advantages, which are obtained by
the employers along with employees in Squire Garden Centers. Promoting positive behavior
The working environment of the company Squire Garden Centers is very much suitable for their
employees and this is benefited for the employers and employees of the organization (Voegtlin et
al., 2016). This can be possible to do with the assistance of HRM practices by keeping the staff
more productive and happy. HRM practices strengthen employee behaviors and make that
positive. Developing employee performance
In order to develop the job performance of the employees, HR managers of Squire Garden
Centers prioritize a few vital aspects. In this regard, job satisfaction can be considered as the
most significant. Employee performance can be possible to develop by making them satisfied
with the job. Human resource practices are useful as this identifies the issues of employees and
8
Along with several benefits, there are few weaknesses as well for the recruitment and selecting
process. In this regard, this can be revealed that during the process of selection and recruitment,
HR managers of Squire Garden Centers have to be considered this weakness (Berman et al.,
2019). Moreover, this can be seen that the HR managers need to be highly skillful and capable of
completing the entire process in a well-organized way. In addition, this process is very time
consuming and the organization needs to spend a lot of money to complete this process
effectively.
LO2 Evaluate the effectiveness of the key elements of Human Resource Management in an
organization 800
P3 Explain the benefits of different HRM practices within an organization for both the
employer and employee.
Practices of Human resource management are very much beneficial for the company Squire
Garden Centers while this can be revealed that both the employees and employer are obtained
advantages in this regard (Hitt et al., 2016). There are several advantages, which are obtained by
the employers along with employees in Squire Garden Centers. Promoting positive behavior
The working environment of the company Squire Garden Centers is very much suitable for their
employees and this is benefited for the employers and employees of the organization (Voegtlin et
al., 2016). This can be possible to do with the assistance of HRM practices by keeping the staff
more productive and happy. HRM practices strengthen employee behaviors and make that
positive. Developing employee performance
In order to develop the job performance of the employees, HR managers of Squire Garden
Centers prioritize a few vital aspects. In this regard, job satisfaction can be considered as the
most significant. Employee performance can be possible to develop by making them satisfied
with the job. Human resource practices are useful as this identifies the issues of employees and
8
solve it properly, which increase the job satisfaction of the employees (Omotayo, 2015).
Moreover, good performance is also useful to obtain job satisfaction and to develop the
performances of the employees, proper training programs are arranged by the HR managers of
the company Squire Garden Centers. This is the development opportunity for the employees. Creating a flexible place for work
Practices of HRM reflect the shifting demographics in the workplace. Creating and managing a
very good connection between the organization and the employees is a very important role for
the HR managers of Squire Garden Centers. In order to build the relationship and maintain it, HR
managers of Squire Garden Centers have to be flexible with their new employees along with
creating a flexible place for the work. This can be advantageous for both the employers and
employees in the company (Voegtlin et al., 2016). Moreover, HR managers of Squire Garden
Centers need to be motivated and encourage their employees to develop their performances.
HRM of Squire Garden Centers has to apply a system for offering non-financial and financial
benefits toward the employee of different departments. This is the development opportunity for
the employees. Encouraging the employees
Human resource practices in Squire Garden Centers are beneficial as this encourages the
employees of the organization to work with more dedication. In order to encourage the
employees, HR managers of Squire Garden Centers prioritize their employees’ needs and
requirements and fulfill those. In addition, some benefits like holidays, incentives for extra work
and reward for good performance all of this are provided by the company, which encourages
their employees to give a better performance. This can help the organization to retain talented
staff along with attracting new staff.
P4 Evaluate the effectiveness of different HRM practices in terms of raising organizational
profit and productivity.
HRM practices are very effective to increase the organizational productivity along with
organizational profit and Squire Garden Centers is got several benefits in this case by using the
HRM practices.
9
Moreover, good performance is also useful to obtain job satisfaction and to develop the
performances of the employees, proper training programs are arranged by the HR managers of
the company Squire Garden Centers. This is the development opportunity for the employees. Creating a flexible place for work
Practices of HRM reflect the shifting demographics in the workplace. Creating and managing a
very good connection between the organization and the employees is a very important role for
the HR managers of Squire Garden Centers. In order to build the relationship and maintain it, HR
managers of Squire Garden Centers have to be flexible with their new employees along with
creating a flexible place for the work. This can be advantageous for both the employers and
employees in the company (Voegtlin et al., 2016). Moreover, HR managers of Squire Garden
Centers need to be motivated and encourage their employees to develop their performances.
HRM of Squire Garden Centers has to apply a system for offering non-financial and financial
benefits toward the employee of different departments. This is the development opportunity for
the employees. Encouraging the employees
Human resource practices in Squire Garden Centers are beneficial as this encourages the
employees of the organization to work with more dedication. In order to encourage the
employees, HR managers of Squire Garden Centers prioritize their employees’ needs and
requirements and fulfill those. In addition, some benefits like holidays, incentives for extra work
and reward for good performance all of this are provided by the company, which encourages
their employees to give a better performance. This can help the organization to retain talented
staff along with attracting new staff.
P4 Evaluate the effectiveness of different HRM practices in terms of raising organizational
profit and productivity.
HRM practices are very effective to increase the organizational productivity along with
organizational profit and Squire Garden Centers is got several benefits in this case by using the
HRM practices.
9
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Be with the employee
Prioritize the employees’ issues and solve those
Selection of the capable employees
Evaluation of the employees
Provide a pre-job training
Prefers human to machines
Development of artificial intelligence
Support to develop the performance of humans
Effective skills
Confidence while speaking the body language
Level of understanding
Use of the professional language (Hornstein, 2015)
Skills for solving the problem
Hiring according to the needs
Considering the vacancies
Considering the capability of investing money for training and development program
Transparency is the solution
Trust
Flexibility
Motivation
Encouragement
All of these aspects are very much necessary and based on this; Squire Garden Centers becomes
able to develop their organizational productivity along with profit.
LO3 Analyze the internal and external internal and external factors that affect the Human
Resource Management Decision-making, including employment legislation 700
Employee Engagement and its Significance to Employee Relations
The primary strength of driving an organization is mostly derived from the working employees
in the company (Eldor and Harpaz, 2016). It is the individual contribution of an employee that
helps the organization in fulfilling its aim and objective. Employee engagement gains the
10
Prioritize the employees’ issues and solve those
Selection of the capable employees
Evaluation of the employees
Provide a pre-job training
Prefers human to machines
Development of artificial intelligence
Support to develop the performance of humans
Effective skills
Confidence while speaking the body language
Level of understanding
Use of the professional language (Hornstein, 2015)
Skills for solving the problem
Hiring according to the needs
Considering the vacancies
Considering the capability of investing money for training and development program
Transparency is the solution
Trust
Flexibility
Motivation
Encouragement
All of these aspects are very much necessary and based on this; Squire Garden Centers becomes
able to develop their organizational productivity along with profit.
LO3 Analyze the internal and external internal and external factors that affect the Human
Resource Management Decision-making, including employment legislation 700
Employee Engagement and its Significance to Employee Relations
The primary strength of driving an organization is mostly derived from the working employees
in the company (Eldor and Harpaz, 2016). It is the individual contribution of an employee that
helps the organization in fulfilling its aim and objective. Employee engagement gains the
10
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company a global status and helps in achieving a network in the vast market (Karanges et al.,
2015). Therefore, retention of employees and their engagement in the work is significant in
providing the essential commitment in the workplace and contribute to company success along
with their own wellbeing. The employee engagement revolves around three assets of an
employee, which include attitude, outcome and employee behavior. These three aspects drive the
employee forced to work positively or negatively based on the verdict of these three factors. The
negative attitude towards work can demotivate an employee to engage with the specific
company. This attitude problem is probably from the management head that can trigger the
employee to leave the company (Albrecht et al., 2015). Proper work attitude, therefore, needs to
be a two-way communication that prevails fine employee behavior within the company. The
engagement of an employee with proper retention rates in the company also helps in providing
better work outcomes, providing a suitable and good living for the employees. The engagement
in the company immediately calls for a strong relationship with the colleagues. Strong relation
within the employees results in a greater success rate for the company. High work productivity
and job satisfaction are highly required in an organization, which immediately results in higher
employee retention and engagement. This provides a higher scope of establishing strong
employee relationships at work.
Recommendations for Engaging Workers More Effectively within Squire Garden Centers
Human Resource Management in a company is a significant sector that deals with the problems
of employee engagement and makes probable strategies for a higher rate of employee retention
(Mori et al., 2017). The human resource management of Squire Garden Centers is facing
problems in the company regarding employee engagement. The problem has arrived within the
employees, as there is a prior distinction among them. This occurs due to a biased job
satisfaction rate. The part of the employee with lesser job satisfaction is prone to leave the
company. This problem can be sorted by:
Providing the employee with a higher scope of earning rewards and extra resources. The
employee at Squire Garden Center needs a higher motivation rate to restart their work every day
with a higher rate of motivation (Haver et al., 2015). They need to be reminded by the
management heads in the company about ways they can achieve a higher success rate and earn
an extra living for them.
11
2015). Therefore, retention of employees and their engagement in the work is significant in
providing the essential commitment in the workplace and contribute to company success along
with their own wellbeing. The employee engagement revolves around three assets of an
employee, which include attitude, outcome and employee behavior. These three aspects drive the
employee forced to work positively or negatively based on the verdict of these three factors. The
negative attitude towards work can demotivate an employee to engage with the specific
company. This attitude problem is probably from the management head that can trigger the
employee to leave the company (Albrecht et al., 2015). Proper work attitude, therefore, needs to
be a two-way communication that prevails fine employee behavior within the company. The
engagement of an employee with proper retention rates in the company also helps in providing
better work outcomes, providing a suitable and good living for the employees. The engagement
in the company immediately calls for a strong relationship with the colleagues. Strong relation
within the employees results in a greater success rate for the company. High work productivity
and job satisfaction are highly required in an organization, which immediately results in higher
employee retention and engagement. This provides a higher scope of establishing strong
employee relationships at work.
Recommendations for Engaging Workers More Effectively within Squire Garden Centers
Human Resource Management in a company is a significant sector that deals with the problems
of employee engagement and makes probable strategies for a higher rate of employee retention
(Mori et al., 2017). The human resource management of Squire Garden Centers is facing
problems in the company regarding employee engagement. The problem has arrived within the
employees, as there is a prior distinction among them. This occurs due to a biased job
satisfaction rate. The part of the employee with lesser job satisfaction is prone to leave the
company. This problem can be sorted by:
Providing the employee with a higher scope of earning rewards and extra resources. The
employee at Squire Garden Center needs a higher motivation rate to restart their work every day
with a higher rate of motivation (Haver et al., 2015). They need to be reminded by the
management heads in the company about ways they can achieve a higher success rate and earn
an extra living for them.
11
Providing an additional incentive for a new worker. The retention and engagement of newly
hired employees are highly required in the company. It is essential to provide better offers for the
new employees in the company in order to attract them towards the job opportunity at Squires
Garden Center (Villa-Torres et al., 2015). It is essential to retain the new workers in the company
to promote higher employee engagement and provide scope for them to grow in the company.
Allowing employees to take a vacation. Vacation is essential for every employee to take respite
from work (Ewart‐Boyle et al., 2015). The essential leave for the employees needs to be
increased by the company to provide a better scope for them to thrive in the company and
consequently increase employee engagement and employee satisfaction.
Impact of UK Employment Legislation on Human Resource Decision Making
The employment legislation law of the United Kingdom regulates the country's employment
rights that involve various areas of protection of job, specific contract of employment, health,
and safety of the employee force. The legislation also involves a minimum wage regulation
among employees with occupational pension systems for elder workers who are on the verge of
retirement (Yuval-Davis et al., 2018). Human resource management has to regulate accordingly
in every aspect of an organization with respect to the UK employment legislation. No acts of
employee management can be taken by human resource management that violates the act of
employment legislation in the United Kingdom. The bigger business prominently needs to follow
these legislation laws of employment more than the smaller business units do. The human
resource team cannot follow any kind of discrimination in hiring employees based on cast, creed,
color or sex. Neither can the HR team dismiss any employee on such conditions. The HR team
has no right to prevent any kind of disapproval in providing proper protections and security to
the employees. The HR team is bound to pay a pension to the workers who are going to retire
from the company after working for a long period.
LO4 Apply Human Resource Management practices in a work related context
P7 Illustrate the application of HRM practices in a work related context, use specific
examples
12
hired employees are highly required in the company. It is essential to provide better offers for the
new employees in the company in order to attract them towards the job opportunity at Squires
Garden Center (Villa-Torres et al., 2015). It is essential to retain the new workers in the company
to promote higher employee engagement and provide scope for them to grow in the company.
Allowing employees to take a vacation. Vacation is essential for every employee to take respite
from work (Ewart‐Boyle et al., 2015). The essential leave for the employees needs to be
increased by the company to provide a better scope for them to thrive in the company and
consequently increase employee engagement and employee satisfaction.
Impact of UK Employment Legislation on Human Resource Decision Making
The employment legislation law of the United Kingdom regulates the country's employment
rights that involve various areas of protection of job, specific contract of employment, health,
and safety of the employee force. The legislation also involves a minimum wage regulation
among employees with occupational pension systems for elder workers who are on the verge of
retirement (Yuval-Davis et al., 2018). Human resource management has to regulate accordingly
in every aspect of an organization with respect to the UK employment legislation. No acts of
employee management can be taken by human resource management that violates the act of
employment legislation in the United Kingdom. The bigger business prominently needs to follow
these legislation laws of employment more than the smaller business units do. The human
resource team cannot follow any kind of discrimination in hiring employees based on cast, creed,
color or sex. Neither can the HR team dismiss any employee on such conditions. The HR team
has no right to prevent any kind of disapproval in providing proper protections and security to
the employees. The HR team is bound to pay a pension to the workers who are going to retire
from the company after working for a long period.
LO4 Apply Human Resource Management practices in a work related context
P7 Illustrate the application of HRM practices in a work related context, use specific
examples
12
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