HRM Effectiveness: A Case Study of Victoria Liverpool Org UK

This report assesses the effectiveness of key Human Resource Management (HRM) elements within Victoria Liverpool, a major UK insurance organization. It examines the purpose and scope of HRM, evaluates the effectiveness of HRM practices such as recruitment, training, performance management, and conflict management. The report also analyzes internal and external factors affecting HRM decision-making, including employee legislation. Methods used in HRM practices, such as questionnaires and personal observation, are discussed. The report concludes with recommendations for improving HRM formulations and employee motivation, emphasizing the importance of security, selective hiring, and fair compensation. References to relevant academic literature are included, providing a comprehensive overview of HRM practices in the context of Victoria Liverpool.

Effectiveness of the key elements of
Human Resource

INTRODUCTION
 Human resource management in every organisation is said to be playing a
prominent role in deriving the standards of every management criteria.
 There are certain entities in the organisation that will have to be managed with
respect to recruitment training and other processes that are to be derived in an
organisation in order to bring about the perfect management goals.
 There are certain practices that are involved in deriving the standard and that
are portrayed by human resources management.

HRM and their role in an organization
 Every organisation is composed of a
human resources management that is
incorporated into the standards of
organisation.
 For an entity in order to get afflicted with
respect to recruitment as well as a training
process human resource management
plays a major role.
 Human resources management in the
organisation will deal with every set of
activities that will employ people in the
organisation that can contribute to the

Benefits of different HRM practices
 Recruitment and training: recruitment
and training processes that are involved
in Human Resource Management are
carryforward in a better possible way it
that will bring about all the skilled person
into the organisation.
 Performance management strategy:
the performance management in the
organisation is dead by human resources
management alone and the variations
that are necessary to be evaluated are
also performed by this particular entity.
 Conflict management: with the
difference of opinion there are different
conflicts that will arise as a part of
organisational atmosphere.

Evaluation of the effectiveness of different HRM practices
 Providing security to employees: it is
necessary that employees will have to be
provided with the right amount of security
with regard to job as well as their personal
life.
 Selective hiring: the selective hiding is
regarded to be one of the criteria which will
help people to bring in the right people into
the organisation.
 Fair and performance based
compensation: the performance based
compensation is necessary to be given to
people based on their work.
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Methods used in HRM practices
 Questionnaire: this format will highlight the necessary
formulations that are important to be understood as a
part of the interview. This can also bring about an
understanding about the kind of person that is to be
recruited.
 Personal observation: this particular entity is
basically carry forwarded by the human resources
manager that would help to identify the loopholes that
are existing in the employees.

Recommendation
 Effective formulations: the human resource management
will have to come up with the effective practices that are a part
of dealing with the circumstances in the company. It is very
essential to foster discipline which is regarded to be one of the
entity to be taken care about.
 Motivation: the kind of motivation that is necessary for all the
employees will have to be derived and will have to be given
such that they can move ahead in prospering them with the
required results.

CONCLUSION
 The report concludes upon identifying the aspects that are related to
human resources management.
 The practices that are oriented in HRM are being evaluated in this
report.
 The kind of methods that are being dealt in the organisation are being
put forth in this report.
 Recommendations about how far HRM will have to induce its
formulations is explained in this report.

REFERENCES
 Kianto and et.al, 2017. Knowledge-based human resource management practices,
intellectual capital and innovation. Journal of Business Research. 81. pp.11-20.
 Saeed and et.al, 2019. Promoting employee's proenvironmental behavior through
green human resource management practices. Corporate Social Responsibility and
Environmental Management. 26(2). pp.424-438.
 Zaid and et.al, 2018. The impact of green human resource management and green
supply chain management practices on sustainable performance: An empirical
study. Journal of cleaner production. 204. pp.965-979.
 Acquah and et.al, 2020. Examining the link among green human resource
management practices, green supply chain management practices and
performance. Benchmarking: An International Journal.
 Yusoff and et.al, 2020. Linking green human resource management practices to
environmental performance in hotel industry. Global Business Review. 21(3).
pp.663-680.

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