Get Solution Help With Unit 22 Human Resource Management

This Unit 22 Human Resource Management assignment aims to introduce the concept of HRM within an organisation, to give a better understanding of the role and function that HRM plays in resourcing, rewarding, developing and maintaining business relations. For any organisation to succeed, it all comes down to the employee’s performances, so the recruitment and the training processes will play a vital role in this area. The importance of leadership remains the organisation greatness strategy to date as this is the process that will manage employees, the process of leadership also helps the organisation to gain the knowledge that is needed to improve the business.

This assignment will look at the difference between personnel management and human resource management and how these established and current approach of workforce management work with the organisation so that they can accomplish the goals and objectives of the business. The assignment will also look at evaluating the techniques and procedures used for employing and selecting the most suitable employees for the business.

LO1 – Explain the purpose and scope of Human Resource Management in terms of resourcing an organisation with talent and skills appropriate to fulfil business objectives

1. Explain the purpose and the functions of HRM, applicable to workforce planning and resourcing an organisation.

The function of HRM is to ensure that employees will be the essential asset to the business and that they are fundamental in the overall function of the business, HRM aim is to see that there is a continuous development of these functions and policies. The below diagram shows the function of HRM grouped into a managerial, operative and advisory function.

Over the years has seen a manage shift from personal management to HRM, the idea for any organisation is that they wanted to move away from personal practice slowly and to ensure that HRM started to work alongside the strategic of the business in achieving the goals of the organisation. In 1990, Keenoy stated that People would only come first when it economically advantageous to pursue such a strategy.

Get Solution Help With Unit 22 Human Resource Management

The effective running of a business environment has to have a certain amount of time spent on the planning and resourcing of each department to function as one, for this to happen the purpose and functions of HRM come into practice, and their help becomes know.:

The function and purpose of HRM are:

• The principal purpose of HRM is to ensure that they recognise the availability which has arisen in the organisation. Planning is the first function of the HR department; this process will include the following:
• anticipating vacancies
• planning job requirements
• job description
• the determination of the sources of recruitment

• With the objectives of the organisation established, HRM will provide a plan that will guide the organisational structure which will lead the organisation to start to established and to carry out the various task. The guidelines will follow the following path: grouping into personnel activity, assignment of different functions, a delegation of authority and coordination of activities.

• The motivation of employees is another key essential function for an organisation; this process can sometimes be left with HRM to ensure that the right process is in place and that they encourage employees to work efficiently and productively to achieve the goals set by the organisation. HRM can also motivate employees through the following:
• business career path plan
• ensuring the uplifting of employees self-esteem
• yearly salary administration
• developing of departments working environment
• establishment the safety and welfare of employees requirements

• HRM oversees a large percentage of recruitment, and it is up to HRM to ensure that that the accurate candidates who meet the right experience and skill set to recruit for the company. These individuals are guided through monitoring so that they meet the goals set by the organisations.

• The developing of a good training and development program for employer and employees, the idea of the most organisation is to ensure that employees receive the growth that is needed to stay with the company. For employees to accomplish their task effectively, they need to receive the training that needs to accomplish this; there is also an aspect of developing as this ensures that the employee is skilled and that they are qualified efficiently to perform their role at their level.

The overall principle of HRM is to ensure that the organisation is continuously planning, developing and administrating the strategies that can be successfully used by HRM when in direct contact with employees within the organisation.

2. Explain the strengths and weaknesses of different approaches to recruitment and selection.

The recruitment and selection process is a crucial role for any business that is established or is on the path of being set up. There are many various reasons why a vacancy can arise in a business, from covering long-term sickness to maternity leave and there is also the need to cover busy seasonal period, i.e.

Christmas.

The most common factor for recruitment is the need to fell a permanent vacancy due to employees leaving the business, a new role which has been created or with the expansion/change in the business. Compton et al., 2009, stated that recruitment is a chosen process and is the foundation which HRM operate on because without the right employee chosen, using the right methods none of the functions in HRM will be successful.

Legge (1995) explains that there is not one language of HRM, but two, “soft” HRM and “hard” HRM when it comes to the recruitment process.

Internal Recruitment

Internal recruitment focuses on the recruitment of individuals within the organisation. Internal employees have a good understanding of how the business operates, as they already have a good understanding of the business and are formal about how everything works. The strength of internal recruitment can be a quick decision that is made to appoint or to promote an employee directly. Management will find this process can be beneficial as it allows them to promote and reward their staff or for them to transfer staff from one department to another.

The weakness that internal recruitment brings is that there could limit the selection of candidates and that it may on some part not produce new purposes for the business, that there can also produce the difficulty of competition between employees and the changes that could arise between employees from the promotion.

Strength	Weakness
Is affordable and quicker process to use to recruit. Employers/employees are familiar with the each other and how the business operates. Allows for the opportunity for employment promotion within the business.	Employers will have an idea of the employee’s strength and weaknesses. Limits the number of external applications which apply for the position. It could stagnate the growth of the business. There is a sense of resentment from employees who were not successful in their application. If the business is unsuccessful in filling the role, then external recruitment will be needed.

External Recruitment

Whereas smaller business may recruit internally, larger businesses could see the need for recruiting external and can turn to recruitment agencies when looking potential new staff. For smaller business can see using recruitment agencies as being expensive and they try their utmost best to limit the need to use them. The need to use a recruitment agency can seem expensive at most times, but the support that is provided by the agency can be helpful to the business on many levels:

• From the time spent on advertising,
• Screening applications and cv’s,

• Getting in contact with candidates and pre-interviews,

Strength	Weakness
New candidates employed to bring new ideas to the business The candidate database is longer and not limited The range of experience brought to the business will be wider	The process can be time-consuming Not such cost-effective for some business to due to requirement of advertisements and to carry out interviews The selection process might not always be effective in a way that will reveal the best candidate.

Job Analysis

The analysing of the job process can involve a variety of different areas; these areas can involve department observation, diary management, checklist, critical incidents, questionnaire and the interviewing of candidates. There are advantages and disadvantages to these process which can be:

• Department/Company observation is a way of providing a first hand established information to management; this process could involve either an observer from the outside to set this up as it can be time-consuming if done internally.
• Through thorough interviews, candidates data will be examined to ensure their details are current and match the skills required for the position. This process can sometimes be hard when trying to merge data from different candidates but is beneficial when comparing candidates.
• Diary management and checklist can be an inexpensive action but may not always include the important accept of the job role.
• The data collected from questionnaires can sometimes be seen as standardised responses as there can be left unfinished from time to time.

Job Description and Person Specification

A job description gives the candidate the opportunity to understand the new position; this profile will summarise the details of the job and the requirements needed for the job from the ideal skills, to experience and then the individual’s personality. The processing will appeal to qualified candidates but can seem to limit those with disabilities.

Recruitment

The first point of contact for a recruitment agency is to ensure that an agreement between themselves and the organisation that they will be working is agreed. All recruitment agency endpoint is to see that they receive payment if a candidate is selected to work for that organisation. Ths process can be fast and easy, but there is never any payment guarantee when another candidate comes from the very same recruitment agency.

LO 2 – Evaluate the effectiveness of the key elements of Human Resource Management in an organisation

1. Explain the benefits of different HRM practices within an organisation for both the employer and employee.

For any business to be successful in the industry, they need to set up a strong HRM department which can be reflected back to their employees within the organisation. To improve the productivity and efficiency of the business it needs to develop and mention an employee engagement process which will be managed

by HRM. Hopefully, this process will see a more interacted workforce between the employer and employee. For any organisation, the benefit of having a range of different HRM practices for both employer and employee can be:

The performance of management: This function is intended to ensure that HRM can run an effective practice within an organisation. There are different paths to be taken in management, but for any organisation, there must be a guideline to effectively allow the employer to monitor and direct the employee’s performance, this process allows the employees to be able to receive the direction that is needed to fulfil their task.

It is essential that HRM can foresee the technology/software that can be used by management. These technology/software can be used to guarantee that the performance of employees and that they meet the objectives of the organisation.

Training and Development Program: Employees are the most important asset for any business, as without them the business would not be able to function. It is beneficial, not only from the business point of via but the employee, to ensure that there is access to training and development. Such development and training will make certain that the employee stays employed to ensure that the business heightens their performance and productivity.

Management Relation: The relationship between management is a central factor for any organisation, management has the power to ensure the growth of the business, and it is vital that they create a positive working environment for both the business and the employee. HRM have to guarantee that they can develop a program that is suitable for the working culture of the organisation in which it will allow for the building of good relations between each department and individual.

Get Solution Help With Unit 22 Human Resource Management

It is important that there is a continuous improvement of company relations which will see that there is a better understanding of each department across the organisation. The idea for this process is to guarantee that both employer and employees can certainly ask for support in any case of problems, this process is seemly helply to departments as this enables them to access the support needed for projects.

The Growth of Greater Profitability: For the growth of any business it is important that both the employer and employee must work together practically to meet the organisation objectives and had an advantage over their competitors. When management direct, supervise and encourage employees, they lead to a better flow of seeing that the business reaches its objectives and to have an advantage over their competitors. This process will see that the leave of performance is increased to accomplish the maximum profit for the business.

Flexible In Working Options and Practices: One of the major practices of HRM is to guarantee the flexibility of working hours for the employees, the option of job rotation selection and the working conditions of the employees. This path will see that the organisation generate a more comfortable practice for their employees and help them manage their personal and professional life.

The idea for most businesses can show that they can provide a certain amount of support their employees so that they can manage their personal and professional life. This process aims to enhance the loyalty of employees and promotes positive behaviour and attitude within the organisation.

2.   Evaluate the effectiveness of different HRM practices in terms of raising organisational profit and productivity.

One of the main functions of HRM is to ensure that the business increases its profit and productivity of the business through the development of HR practice. These practices of HRM can change according to

the business, the industry and the culture the business operates. For any business to raise the profit and productivity of the business there is a need for the success of different HRM practices, these practices are:

– Appraisal: The appraisal process is when the performance of an individual is evaluated, measured and can influence the way that the employee’s attributes, behaviour and outcome be towards their position. The function of appraisals is to be able to manage the employees of the business to guarantee that the business achieves their objections.

This system will guarantee that management indicates to employees that the business is interested in how there are developing and their performance. This recognition guarantees for a positive encouragement which will increase the employee’s productivity which can result in a better outcome for their department and the company’s profitability.

• Professional Management: A career is a lifelong development that requires the necessary planning to ensure that the individual is choosing and setting the right personal goals for themselves and developing the strategies that are needed to achieve them. Any well-established business will see the need to hold either on or off-site workshops, that are made not only available to employers but can be attended by employees so that they can gain greater knowledge within their career path.

These workshops will start by assessing their interests, engaging in their abilities and values which they have developed. The business will see that they begin to employ professional and personal learning centre, that will allow the employee to obtain business briefings, apply for internal jobs and open the door to career progression. This path will hopefully strengthen the employee’s morale and have a positive impact on their productivity, which will lead to the greater profitability of the business in the long run.

• The Developing and training: There is always a great needed always to develop and train the skills of an employee. Training an employee will allow them to have a better understand and knowledge to perform their role more correctly. This function helps the employee to be more informed about opportunities within the business and to achieve a more effectively and efficiently performance at work. For the business, it is beneficial as this provides a certain level of profitability through the supervision of the performance of the results of its employees.
• Recruitment and Termination: This process is to confirm that the business is recruiting candidates, either internally or externally, for a vacancy for or within the business. For most companies they may sometimes recruit candidates from their competitors; these candidates could provide effective information that can be used against their competitors and to have a competitive advantage over them. With internal recruitment, this works as a motivational influence that will play a factor in the employee to achieve their best and increase their productivity. But by letting go employees that are unproductive the business can achieve a more profitable routine.
• Reward System: This function uses the effectiveness of being able to increase the business profit and productivity rewarding employees for their work performance. The reward system is intended to provide a level of job satisfaction and to see that there is a level of productivity within the business, this path will ensure that they are a level of motivation for the role and that the employee is willing to achieve the targets set by the business. This function of HRM helps in sustaining the competitive environment that is needed for the business to achieve a profit in the long run.

LO3 and 4 – Analyse internal and external factors that affect Human Resource Management decision-making, including employment legislation.

Apply Human Resource Management practices in a work-related context

1.   Analyse the importance of employee relations with respect to influencing HRM decision – making.

For every organisation, employees are the fundamental driving force of an organisation. It is essential that the organisation builds a suitable working environment that allows for the building of a good working relationship amongst employees so that they can build and sustained the business idea of working together as one to meet the objectives of the business. The idea is to equally be able to make a decision which is resourceful and agreed upon with employees who share the views, ideas, thoughts and beliefs about the business. There is a sense that this set up leads to a more engaged environment for the employee in the workforce.

It is always important that an organisation strives to build an environment that successful is communicating amongst departments, employees motivate decision making, there are always factors that need consideration will that are connected to the organisation.

• The first function for HRM is to evaluate the essential need of the business and to analyse the challenge that is ahead because from a business point of view most decision making starts with some challenge. A solid business relation ensures that employees work in a jointly and easy manner to identify the challenges which the business could be facing.

• Ones the challenges have been identified, employees will look at ways in which to resolve these challenges. Ensuring that there are healthy relations between the employer and employee is vital as this will obtain the best within the workplace. Each department is assigned a task which is according to that department’s strength and interest; this process will help the department to be able to contribute their thoughts and views into developing a plausible solution for the business.

• The third function is evaluating the alternative solutions to overcoming these challenges. It is essential that all employees work as a team, this process will ensure the output of new ideas that will help evaluate what seems to be a challenge to the business effectively. Each department will have a

team leader; the management appoints this leader, this individual will guarantee that the team will collect and look at all the alternatives to these challenges and assess them in the current manner set out by the business.

• After accurately evaluating the solutions that could be an alternative for the business, the department will look at the best resolution to these challenges. The workforce engagement is tied directly to the employee’s sense of value and their ability to give feedback towards the best solution.

• When the best solution has been found and chosen, the next process is implementing these decisions that will meet the business aims. Employees who have a firm belief and take part to the contribution in the improvement of the business will have a stronger functional advantage in being able to implement the action plans and decision making of the business.

• The final process is understanding the final decisions that have made by management; each department will see that these decisions implemented in the manner that is suitable for them. If not both the business and the employee have the right to request and gather more information to evaluate the conclusion made. For an organisation to guarantee an effective line of communication, the business needs to look towards the decision making that HRM will efficiently make that will be beneficial for the business.

1.   Identify the key elements of employment legislation and the impact it has upon HRM decision marking.

Employment legislation

All businesses use employment and legislation laws that have been set out by the government to navigate their business. Employment legislation is a very worldly area which covers the labour laws and deals with the legal rights and duties of the employer and employees, this law also governs the employer-employee relationship and ensures that both parties meet guidelines. These laws are composed of both centralised and governed laws which include a different range of subjects which function as a process to protect worker’s rights.

In most businesses, the employment legislation offers standard guidelines where employers are allowed to develop their practices or policies which will improve the corporate culture. The legislation method has an important impact on the decisions made by HRM and how they link to the rights of the employee and their responsibilities. The below identifies the key elements of the employment law and legislation:

• Equal Pay Act 1970: protecting the rights of employees in regards to receiving equal compensation and equal treatment for both male and female employee in relations to their position and conditions of employment.
  • Sex Discrimination Act 1975: In the UK safeguards the discrimination of both men and women about their gender or marital status. This act furthermore defends other like training, employment, harassment, education, provisions of goods and services and other disposal of premises.
  • Disability Discrimination Act 1995: This act protects those with a disability within the working environment, should he/she is victimised under this law. Employers are governed to develop acceptable regulations to help disable employee.
  • Race Relation Act 1976: This act enforces the ground of not being discriminated by colour, nationality, religion, ethnic, employment position, education etc.
  • Employment Relation Act 1999: Helps employee to improve and support the friendly relations between employer and employees.
  • Work and Families Act 2006: This act helps to protect the rights of employees to take maternity or paternal leave, adoption leave, flexible working arrangements to care for adults etc.
  • National Minimum Wage Act 1998: This ensures that workers in the UK are receiving a minimum wage under this act. Workers over the age of 25 should receive £7.50 per hour, workers aged

between 21-25 should receive £7.05 per hour, and workers aged between 18-20 should get £5.60 per hour.

• Data Protection Act 1998: This act protects the identification data of living people and ensuring the protection of data and that the legislation keeps this data protection private.
  • Employment Tribunals Act 1996: The employment tribunals are the main employment public bodies in the UK who stand to settle disagreements between employers and employees regarding employment discriminations, unfair dismissals, and redundancy payments.

Unit 22 Human Resource Management

These legislations play an essential role on the impact that they will have on the decisions made by HRM, is it vital that these laws and legislation are strictly maintained at all time to provide a level of protection for employees. Businesses that following these guidelines will see that employees are sincere to the business and that all decisions are efficient.

1.   Illustrate the application of HRM practices in a work-related context, using specific examples.

For today’s organisation to be able to accomplish their goals and objectives that have been set out, the employer will see to use different functions of the HRM practices so that they can be successful within their business and their chosen industry field. Such HRM practices in an organisation motivate the employee to work competitively and to ensure a level of production for the employee; this process will see that in the long run that there is greater profitability for the organisation.

Some of the practices of HRM that are in a work-related context are:

• Recruitment and Selection: This is the process of sourcing and qualifying candidate for a position that has become vacant in the company, it is vital that the business employs the right candidate for any position that has become available within the business. The HR department will be following the process of advertising on either social media site which will allow the job seeker to apply for that position. The employer will then shortlist those that they believe are qualified and begin to conduct an interview and other lines of assessment. For some organisations and depending on the position that has become vacant, the employer will see that there is a need for the applicant to take an aptitude test and after passing these stages, the organisation will engage in the screening of the candidates that they would like to interview. In the end, the organisation will employ the candidate who they believe will incorporate the ideas and objectives of the business.

• Reward System: The reward system happens to be one of the most effective ways of ensuring that there is a level of job satisfaction from the employee. It is essential that the employer evaluates the performance of the job or even the department and ensures that there is a level of benefit and rewards for maintaining this performance. The idea of the reward system is to guarantee a sense of motivation from the employee and to see that there is a level of production to achieve the targets and objectives of the business. The reward system can be intrinsic or extrinsic rewards which can be a salary increase, security, treatment, promotion, profit sharing, gain sharing etc. The below will explain the use of the reward system in two different forms of job contexts; these are the most popular options in the UK:

Blue Collar Labour Job

This sector relates to those employees whose positions are mainly involved in a level of physical labour such as contractions or factory work. These blue-collar professions require the skills of those who are trained and certified within their profession and the industry; these professions can be in the area of plumbing, aircraft mechanics, cabin crews, electricians and contraction etc. These professions can benefit from the induction of the reward system that can see from extra working hour payments, bonuses, salary percentage increase and other benefits.

White Collar Labour Jobs

This sector relates to employees who job involves a level of mental or clerical work such as an administrator; most clerical position is knowledge-intensive, non-routine and unstructured. These individuals are often seen as being highly skilled, educated and trained within their field and can range from accountants, bankers, attorneys and big agency professionals. In most organisations, white collar workers almost extend to pilots, administrative managers, architects and even engineers. Those that are in this sector receive the intrinsic and extrinsic rewards, from bonuses, performance achievement rewards, infringe benefits, profit sharing, increment and even promotions etc.

Conclusion:

The effectiveness of HRM is important in ensuring that the business achieves the highest performance within the organisation and that employers minimise staff turnover, this process is a necessary part of the

business, and it is always important that the right guidelines are in place to ensure that this currently properly. For HRM it is essential that they work towards meeting the objectives of the organisation and that the right decisions will direct the company in choosing the right candidate for the organisation. That there are guidelines in place to ensure that the current training opportunities are on offer for employees and that these process will see that these individuals not only produce good work but will see them committed to the organisation.

Organisations are always seeking to find the most effective way in which to attract and recruit the best candidate that is affordable to the organisation. Advertising from vacant roles can be a pricey affair but to guarantee that the right candidate comes forward the organisation must do something that sets them apart from their competitor. The usual process of internal and external recruitment can have both a positive and negative effect on any organisation, but with the gaudiness of HRM, the organisation will always find a way to fulfil their requirements. Across the board, it is important that any organisation wishing to maintain advantaged in their performance and competitiveness most always be looking for not only the best but the right candidate who will be suited for the business not only within the domestic market but on a global market. For such organisations, recruitment becomes the key element for the overall business strategy, and this is where HRM steps in.

Reference:

1. P.Subba Rao. (2014) Personnel and Human Resource Management. (5^th Revised Edition)
   1. Nick Wilton. (2016) Introduction to Human Resource Management (3^rd Edition)
   1. Edward Lawler. (2012) Effective Human Resource Management: A Global Analysis
   1. Rebecca Popp and Wilhelm Schmeisser. (2016) Human Resources and Organizational Approaches
   1. Recruiting and Hiring. (2012) Recruiting and Hiring Effective Employees Made Simple
   1. Mark Bussin. (2014) Remuneration and Talent Management: Strategic compensation approaches for attracting, retaining and engaging talent
   1. Families and Work Institute and Society for Human Resource Management. (2012) Workflex: The Essential Guide to Effective and Flexible Workplaces
   1. Ian Beardwell, Len Holden & Tim Claydon. (2004) Human Resource Management A Contemporary Approach (4^th Edition)
   1. Thomas N Garavan, Carole Hogan & Amanda Cahir-O’Donnell. (2012) Making Training & Development Work: A “Best Practice” Guide

Websites:

1. 28/12/2017: http://smallbusiness.chron.com/evaluating-successful-human-resource-management- plan-77156.html
2. 08/01/2018: http://mams.rmit.edu.au/d4lhtsmk45c.pdf
3. 11/01/2018: https://www.slideshare.net/preetinanadwal/1-hrm-concept
4. 11/01/2018: https://www.slideshare.net/vinayakbhalavi3/functions-of-hrm-66992547
5. 14/01/2018: https://www.slideshare.net/johannabishop/key-elements-of-human-resource-strategy
6. 18/01/2018: http://www.calpolypihra.org/what-is-human-resources.html
7. 21/01/2018: intrinsic vs extrinsic motivation – HR.com
8. 21/01/2018: http://www.legislation.gov.uk/ukpga/1998/39/contents
9. 22/01/2018: https://www.cipd.co.uk/knowledge

Unit 3 Human Resource Management