CompanyThis assessment covers following questions:
- Discuss the reason and scope of Human Resource Management in respect to resourcing an organisation with talent and skills relevant to fulfil business objectives.
- Evaluate the effectiveness of the important elements of Human Resource Management in LMA recruitment which is small size company in London.
- Explain internal and external factors that influence Human Resource Management decision making, including employment legislation.
- Implement Human Resource Management practices in the context of work in LMA recruitment.
INTRODUCTION
Human resource management is an activity of administrating and administering the assets of the company, like the workforce, machinery, and others, which are used by the management in production procedures. It plays an important role in the firm because it helps in providing skilled employees through recruitment and assortment. It is advantageous for the company because it helps in building effective relations between the workforce and organization so that the business of the company runs effectively (Buller and McEvoy, 2016). This assignment is based on LMA Recruitment, which is a small company headquartered in London, England. This assignment will discuss the motives and functions of HRM, the capability and imperfection of various recruitment and selection methods, and the effectiveness of key elements of human resource management. Further, I will explain about the grandness of worker relations, the primal factors of employment statute law, and the postulation of HRM activities in a work-related context.
ACTIVITY 1
Overview of the Company
LMA Recruitment is a private company that provides a wide scope of recruitment solutions across a broad variety of industries, involving HR, finance, general insurance, risk, and IT. This firm was established in 1999 and is headquartered in London, England. The firm operates its business with the help of 56 employees, and its estimated annual revenue is $1 million.
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View Samples Order Now Assignment helpThe Purpose of the HR Functions and the Key Roles and Responsibilities of the HR Functions
Purpose of HRM
The major purpose of HRM is to coordinate and manage the workers in the company so that they can efficiently execute their duties and responsibilities (Chowhan, 2016). Some purposes of the HRM function are mentioned as under:
- To administer the workforce of the organization by creating appropriate regulations and policies.
- To analyze the execution outcomes and premisses that ideally expedited desirable outcomes.
- To recruit a skilled, qualified workforce for the company, which makes their contribution to development.
- To assist in devising effective relations among employees and employers.
Functions of HRM
The HRM has several purposes in the company in terms of recruitment and assortment, grooming and improvement, payroll management, execution assessment, and others (Cook, MacKenzie, and Forde, 2016). Some of the functions are defined as below:
Training and Development
It is an essential function of HRM that is used by an organization because it assists in providing good training and guidance to the workers regarding their job roles so that employees can make betterment and development in their skills and cognition or provide a high level of productivity in their work. The management of LMA recruitment also makes concrete plans for this function, and they conduct training and learning sessions for their workers so that they gain information about new things and improve their knowledge so that they can use it in their work and provide effective outcomes.
Compensation and Benefits-
LMA Recruitment offers efficacious compensation to its workforce, which is advantageous for both. Because it encourages workers to execute well and the recompense can be in the protection advantages, inducement, incentive, astonishing perks, gift vouchers, and others.
Evaluation of the Strengths and Weakness of Recruitment and Selection
Recruitment and selection is an activity of choosing, selecting, hiring, and recruiting people to fill the vacant positions in the different departments of a company. In LMA Recruitment, the HR function is if the company hires employees during the time of requirement.
Recruitment refers to the activity of screening the source from where the expected workforce may be chosen. It can be the procedure of inquiring the potential workers and challenging them to employ for the jobs in an organization. In LMA Recruitment, the administration of the organization uses both internal and external methods of recruitment (Donate, Peña, and Sanchez de Pablo, 2016).
For external recruitment, the administrator utilizes several approaches of marketing to provide information about job openings, like web advertisement, TV, social media, email, campus recruitment, magazines, etc.
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Strengths |
Weaknesses |
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With the help of external recruitment, the company can get fresh skill input with better competition and well-qualified candidates, which can help in the organization's success. It provides a variety of applicants so the company has more opportunities to get a good candidate. |
It is a time-consuming activity because the company provides information to the applicants regarding the vacant posts by using different marketing tools. There are high risks in this process, and it consumes more cost due to the usage of different marketing tools (Farouk et. al., 2016). |
For internal recruitment, the management of the company uses publicity, transfer, worker referral, internal advertisement, freelance to full-time workers, etc.
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Strengths |
Weaknesses |
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It is a time- and cost-saving process because the management of the company does not conduct any recruitment process and uses marketing tools to provide notification regarding jobs. It also helps in maximizing employee engagement. |
It creates restitution to enter new talent and the company does not get fresh skills employees. So there are limited skills and approaches that contribute to business of the company. It also restricts innovation and creation in the company. |
Assessment of the Approach to Workforce Planning and Resourcing
Workforce: Planning and Resourcing
Workforce planning is a procedure of managing resources like workers and employees of the company so that they can perform their duties and responsibilities in an efficacious way. It is an ongoing process that is utilized to adjust the necessities and precedence of the company with those of its employees to ensure it can follow its legitimate, regulative, service, and manufacturing needs and impersonal of the firm. There are several approaches to workforce planning, which are defined as under:
Performance Management-
In it, the management of the company measures the execution of the employees regarding allotted and assigned work, duties, and responsibilities. So that it can be analyzed that they are performing their work in an effective manner or in terms of accomplishing the desirable goals and outcomes.
Rewards Systems-
It is an activity of motivating the workforce so that they can perform their duties and work in more efficacious or appropriate manners (Hassan, 2016). In LMA recruitment, the administration of the company monitors or analyzes employees' work performance so that the management can reward according to that. When employees are rewarded, they feel encouraged, and they make more focus on their work and execute it adequately.
Recruitment and Selection
It is an effective approach to workforce planning, which plays a crucial role in managing the workforce (Kianto, Sáenz, and Aramburu, 2017). In LMA Recruitment, the management of the company hires and recruits skilled and knowledgeable workers so that they can assist an organization in running effectively in an agonistic business environment or accomplishing set business objectives.
Benefits of Different HRM Practices for Both Employer and Employees
In human resource management, there are several practices and activities which are beneficial for both employees and employers. Some of them are defined as under:
Compensate and Benefits-
Respective practice refers to the recompense and other pecuniary and non-pecuniary goodness passed by a firm to its workers. The major benefits of respective practices for employees are that it satisfies their needs and provides motivation level to afford one of their best attempts in a constructive way. On the other hand, respective practices proved beneficial for employers to gain productivity from them to increase possible outcomes from them.
Training and Development:
It is one of the major practices to give potential cognition and competency to their workers to remain competitive in the marketplace. By using respective practices, employees gain motivation as it contributes towards their career growth in a positive manner. On the other hand, employers gain a highly efficient workforce that helps to vantage agonistic benefit optimistically.
Flexible Working Practice
Flexible working practices are very crucial and demand time, as it helps them to balance their corporate and household lives to advantage of possible outcomes to remain competitive in the marketplace. In the context of the respective organization, they provide remote working to their employees so that they can work out of the office premises in a positive manner and remain optimistic to give one of their best endeavors in organisational development and enhancement in an affirmative way. By using the concept of employer of choice, which based on providing a fantastic work culture that helps in increasing creativity by attracting superior employees within the organisation to remain competitive in marketplace (Noe et. al., 2017). A flexible working arrangement includes the employees choosing the time frame in which they want to work and certain kinds of time limit to start and finish the work. Respective activities within the organisation not only proved beneficial for an employee but also for employer in order to gain potential outcomes. Respective practice proved beneficial for employer to maintain the motivation of employees so that they can maintain their life and give one of their best efforts in achieving organisational goals and objectives. For employees, it is significant to give positively for organisational works and activities for gaining growth in their careers.
Effectiveness of the Different HRM Practices with Referencing to Increase Profit and Productivity
There are several HRM practices and they are beneficial for the companies in different manners (Presbitero, Roxas and Chadee, 2016). Some of HRM practices are defined in context of LMA recruitment as beneath:
Training and Development
It is the major and crucial activity of human resource management. Organizations organise and conduct training and learning sessions and programs so that they can provide information about new things like technologies, etc. It is beneficial to the company as well as employees because, with the help of it, they can make enhancement and increments in their knowledge and skills. This will help in performing their duties and responsibilities in more improved way and provide outcomes in case of increasing profitability and productiveness.
Performance Appraisal-
It is an other essential activity of HRM and within this activity, the administration of the organization can organise appraisal activity on an annual and half-yearly basis to monitor the employees performance. So that firm rewarded them according to it. It is beneficial to the workforce because when the employees are rewarded for their good performance, they feel motivated. For example, in LMA Recruitment, when the employees are rewarded for their better execution, then they perform their work by utilising their all efforts and effectiveness, which assist in maximizing profitability and productivity.
Evaluation of the Effectiveness of Employee Relations and Employee Engagement
Employees relations refers to the involvement of the workforce in the work and how they are engaged with each other when they are worked regarding the same task in accomplishing common goals. It can be a process of maintaining the organization in an attempt to administer the relationship between the workers and employers. Employees relations are effective to generate a strong influence upon the determination devising because there are various issues in the company where an individual can be unable to devise determination for the efficacious moving of the organisation (Psychogios et. al., 2016). If there are good relation among the employees of the company, then it help in reducing the chances of conflict and issues between the workforce. Effective communication systems play a crucial role in making sure the workers that there is no discrimination within the firm. With the help of it , the workers feel encouraged and execute their work in well-defined manner.
Key Elements of Employment Legislation and the Impact it has Upon HRM Decision-Making
Employment legislation indicate to those rules and legislations which are formed by the national authorities to operate the business of the companies in efficacious way and supply employees rights to them within the company (Vanhala and Ritala, 2016). Some employment law and their influence upon HRM determination and devising are explained below in context of LMA Recruitment:
Health and Safety Act, 2005-
This act regulates workforce responsibility towards health and safety in working environment. To maintain the health and safety in a company, administrators should utilize efficacious evaluation in the firm to prevent risk and failure. In LMA Recruitment, the management of the company can offer different health and safety-related perks like life insurance, sick leaves and others. If the management will not properly follow this act, then it will affect HRM decision-making because employees turn over can be generated due to safety and security reason that negatively influence the company.
Equal Pay Act, 2010-
This law was formulated by parliament of UK in 2010 so that the organisations treated their employees and workforce equally and provided similar rights to them. This legislation covers non-discriminatory bonuses and execution-supported advantages in both monitoring and non-monitoring. If the management will not properly follow this act and not pay similar amount to the employees who are working in same positions (Williams and Lee, 2016). Then it affect the company in negative manner because, due to it, the employees relations are not good and the team work will not perform in adequate manner.
ACTIVITY 2
A Job Specification for a Position in the Organisation
In LMA Recruitment, the gentleman of the company can utilize diverse documents to find out skilled and qualified applicants for a particular job position. The documents are mentioned as beneath:
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Job details Post: Human Resource Assistant Company: LAM Recruitment Job purpose: The administration of the company find out to utilize an HR assistant who have effective and good management and abstraction skills. The talented candidate will be accountable for offering management help to the division, helping with the recruiting process, scheduling new workers orientation and grooming and entering of a high volume of employment records into the company HR information. Roles & responsibilities:
Requirements:
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A CV for One of the Position
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Personal description Name: Strewn Martin Address: Oxford street, London, UK Contact No.: 044-444-4444 Email ID: martin@gmail.com Career objective: To increase my skill set for my individual development and to verbalise best efforts for the growth and success of the company. Qualifications:
Experiences:
Functions and duties:
Knowledgable Areas:
Personal Information: Date of Birth: 13 February 1995 Language: English and French Hobbies: Reading Novels, horseback riding, and playing Piano |
Related Article: Functions of HRM in Contemporary Organizations
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Personal description Name: Alice Anderson Address: Hertfordshire, London, UK Contact No:033-333-3333 Email ID: alice@gmail.com Career objective: To increase my competencies set for my individual development and to present best effectiveness for the growth and success of the company. Qualifications:
Experiences:
Functions and duties:
Knowledgable Areas:
Personal Information: Date of Birth: 3 August 1982 Language: English and French Hobbies: traveling and reading |
Documentation of Preparatory Notes for Interviews
To conduct the interview, it is very crucial to prepare notes to coordinate various kinds of works and activities that are Be prepared and it can be possible by accumulating several questions that come into mind and acknowledging their competency level (Bratton and Gold, 2017). After that, take five copies of resume and put one of best formal dress that looks sober. Listen actively and keep eye connected to show level of confidence to interviewer so that desirable results should be incurred in positive manner.
To prepare some general questions that could be asked during the interview process that are:
- Tell me about yourself?
- What are the alternate source of hiring?
- How do you manage conflict between employees?
- What methods do you use when following instructions?
- How do you maintain the calendars of the HR management team?
So preparation for interview is very important for the interviewee in order to gain desirable outcomes from the whole process.
A Job Offer Later to the Chosen Candidate
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Mr. Joseph Ronaldo Oxford street, England, UK Dear Mr. Martin Luther We are blessed to communicate you that you have been chosen to work for LMA Recruitment within HR function as HR Assistant. Job Duties and responsibilities:
Reporting: HR Manager Basic salary: $20,000 per month Work Hours: Your working hours will be 09:00 Am to 06:00 PM Vacations: 1 day vacation in a weak. Compensation and benefits: The complementation accumulation involve health insurance, life and disability insurance, sick leaves and others. We are delighted to transmit you this offer to be authorised from you in order to start a job from 1 January 2020. Sincerely Joseph Ronaldo |
An Evaluation of the Process and Rationale for Conducting Appropriate HR Practices
From the above defined information regarding different application or documents which are used by the management of a company to hire and select a person for a specific job role. For example, to recruit a person, firstly, the administration design a job specification so that they can provide information to the people about the job role which are opened by the company to filing the vacant positions. In LMA Recruitment, the manager of the company conducts the recruitment process and provides job specifications to the candidates by using different marketing tools (Brewster, 2017). After that, they select CV's of different people and organise interviews to sort out skilled and knowledgeable applicants. After selecting qualified candidates, they provide job offers to them so that they are aware of their joining date, working time, pay, and others.
CONCLUSION
Human resource management is a crucial aspect for a company because it helps in managing and controlling the human resources of the company so that they can perform their tasks and work in an effective manner. The management of the company hires and recruits skilled and qualified employees so that they can make their contribution to the growth of the company by using their fresh talent. Different HRM activities are good to workers and employers, like training and envelopment, compensation and benefits, flexible working options, etc. With their help, they can improve their skills, and the company can get knowledgeable employees for operating business operations. Different employment legislations are effective for the company so that it can operate its business in a legal manner, removing discrimination by offering equal rights to the employees.
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