Scope Of HRM In Relevance To Resourcing For Fulfilling Business Objectives

TASK 1

P1. Purpose and Functions of HRM.

Overview of Organization:

Airdri Group is a hand dryer manufacturer having headquarters situated in Oxfordshire, UK. It was founded by Peter Allen together with Peter Philips. The company is popular for manufacturing diverse as well as innovative hand dryers with unique sizes, shapes, and techniques. At present, it has employed around 180 employees to execute the operative activities to enjoy competitive advantages. It is one of the independent businesses whose estimated revenues are $ 19.9 million. The firm manufactures around 35,000 hand dryers in a year.

Human Resource Management:

It is the concept that describes formal systems that are framed for managing people at the workplace. It includes policies as well as practices that are needed to cover human aspects of an organization. It defines the ways businesses hire new manpower as well as train them. In context to Airdri Group, human resource management is important for dealing with issues, managing performance, providing safety, wellness, and training to employees. It plays the strategic duty of managing workplace culture, environment, and manpower at the organization.

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Purpose of HRM:

• HRM serves the purpose of designing practices and programs for candidate selection and developing them through effective training methods. For this, human resource managers of Airdri Group plan the requirements of the workforce by analysing job statements, which take the entity to attract and hire competent manpower.
• The primary purpose that is connected with HRM at institutions is to aid managers to accomplish targets by pursuing policies in addition to legislation so to run the entity effectively. At Airdri Group, human resource management serves the purpose of planning targets and implementing strategies accordingly.
• Another HRM purpose is concerned with deploying resources with effective planning in order to upgrade the skills of employees and assigning them different projects to perform operations according to framed criteria.
• Staffing needs: This is an important part of the organisation and human resource department. The main objective of HR department is to hire and recruit employees who are talented and who can work under pressure (John and Taylor, 2016). There is huge importance of the company to manage all demands and needs of employees to increase the satisfaction level of employees.
• Compensation: It is important for the company to provide compensation to employees when they are working in the company. Different compensation includes providing flexible working hours, work-from-home facility, health benefits, etc. If an employee is working for the company with full dedication, it is necessary that it should think about welfare of employees (Kavanagh and Johnson, eds., 2017). This helps in building good relation between employees and management. 

Functions of HRM With Purpose as Well as Role and Responsibility

Employee Relations:

Human resource management has the key function of attracting, screening, and hiring a workforce that is competent for a vacant position. It is concerned with bringing a pool of individuals to the workplace so that the selection of a capable person is done effectively. The purpose of the employee relations function at Airdri Group is for maintaining healthy relations, morale, and measuring employee satisfaction in order to complete activities in systematic and unified ways despite hurdles or obstacles. The role as well as responsibility of the human resource function for managing relations is to enhance communication among all personnel through organising events that encourage them to perform activities by coordinated with each other and timely.

Recruitment and Selection:

This type of function is associated with sourcing, attracting, screening, and selecting a workforce for a vacant job. It ensures a fair hiring procedure as well as transparent activities that assist human resource professionals to source employees as per merit criteria and job relevance. The purpose of recruitment and selection at a selected entity is to source and select a capable workforce having the potential to achieve desired targets effectively (Morgeson, Brannick, and Levine, 2019). The responsibility, together with the role of such a function at Airdri Group, is to eliminate the costs by rejecting as well as firing an incompetent and unproductive workforce.

M1. Assessment Showing The Ways Functions of HRM Can Provide Talent and Skills to Fulfill Business Objectives.

Human resource management is connected with various functions such as employee relations and recruitment with selection that assist in fulfilling business objectives. At Airdri Group, the function of employee relations is to establish as well as maintain relationships with superiors and subordinates. It identifies the need to improve skills like problem solving and decision-making among the available talent so that they can harmoniously work from generating maximum productivity that will help the organisation to achieve its objectives. Similarly, the function of recruitment and selection assists the company to obtain an appropriate number as well as type of workforce who can fulfil operational goals along with strategic objectives of the business.

P2. Approaches of Recruitment and Selection.

Recruitment

Recruitment is a process through which a job vacancy is identified and notified to potential employees. The nature associated with the recruitment process is generally regulated as well as subjected to laws of employment (Reiche et al.,, 2016). Entities have a recruitment team that discovers various sources to search for a for a potential workforce.

Approaches to Recruitment:

Internal recruitment approaches:

One of the approaches through which job candidates are identified and attracted from within the workplace. For example, when a company wants to fill a vacant position, they attract people residing within the organisation. The recruiting team of Airdri Group uses many approaches to attract an available workforce for the empty position. A few methods of internal sourcing or recruitment are:

Internal Advertisements:

To fill positions that are vacant, recruitments are done through advertising internally. For such purposes, managers of Airdri Group hang notices containing detailed information about vacant positions on notice boards, outside break rooms, and even send mail to existing manpower.

Merits: Internal advertisements are economic in nature and save time and cost for the institution to recruit people. In context to Airdri Group, when the company uses the approach, they attain the benefits of spending less on additional activities for attracting people in limited time.

Demerits: Through this approach, the company only attracts smaller people and even misses out on the best candidate for the job.

Employee Referrals:

Existing employees can build the best prospects for their friends as well as family by familiarizing them with the benefits of a job at the institution, furnishing them, as well as motivating them to apply. For this, Airdri Group managers contact the candidate who was referred by other employees in order to attract them for a position.

Merits: Employee referrals are an effective approach to internal recruitment, as various qualified candidates can be attracted at low cost to selected institutions.

Demerits: With the employee referral approach, risks are associated, such as getting estranged from other humans, and even situations of discrimination can also occur, which can hamper other practices to recruit.

External recruitment approaches:

These approaches are said to attract people that lie outside as well as exist external to the company. These sources include encouraging skilled addition to efficient person who is external to business so that they apply for unoccupied place in the firm. The recruitment team of Airdri Group uses external recruitment approaches while they think that the internal staff members are unsuitable or incompetent for the job role. Some external recruitment approaches are:

Job Portals:

As the technology is developing and more internet is used, job portals help entities search people for the right jobs. With the help of the portals, Airdri Limited managers can inform external people with updated information about job positions.

Merits: This approach benefits the entity in sourcing outsiders at a limited cost and can access 2487 in order to search for a for a suitable person. They reduce the efforts of selected entities to find prospective people and grab the attention of huge candidates.

Demerits: There are many times when companies, by using such an approach, receive unwanted applications that waste their time and efforts to focus on other things.

Campus Recruitment:

In this approach, companies conduct programs within various educational institutions to provide jobs to huge students that are pursing or are on the stage to complete their studies. For example, when Airdri Limited has to recruit various people at one time, they use this approach to attract fresh blood towards the company.

Merit: This approach provides merits of saving times as well as human resource professionals efforts for attracting people. It provides huge choices to the company to source potential people from one place for various job positions.

Demerit: Campus recruitment adds huge costs to an entity's bottom line. In addition, the company has to incur expenses associated with boarding and traveling to conduct recruitment practices at various campuses.

Selection

Selection is the process of accessing people as well as choosing right candidate for unoccupied position. The selection procedure varies entity to entity. In simple words, selection is said to screening and selecting competing people at workplace (Storey, 2014). It comprises aspects of interviews along with evaluating qualities and skills that are essential for unoccupied job addition to suit the position.  

M2. Evaluation of Strength and Weakness of Recruitment and Selection Approaches.

The recruitment and selection process is the only way by which employees are hired for working in the company. There are advantages and disadvantages of each and every approach to selection process. The best recruitment method for Airdri is external recruitment approach (Sparrow, P., Brewster, C. and Chung, C., 2016). In this, job portal is the best way to hire applicants for the company, as it opens up pool for wide range of applicants who can apply for jobs.

D1. Critical Evaluation of Strength and Weaknesses of Recruitment and Selection Approaches.

An external recruitment approach is known as the best way to hire talented employees. On the other hand, the negative aspect of this approach is that it decreases the employee satisfaction level. As existing employees are not promoted and new employees are hired, this creates problem in satisfying the existing employees of the company.

TASK 2

P3. HRM Practices

Recruitment and Selection

The process of recruitment and selection is one of the most important thing that has to be taken care while managing personnel activities. The recruitment process adopted by Airdri is external recruitment method. This helps in attracting new talents outside the organisation to work in the company effectively. The managers of HR recruit best candidate who is innovative in designing and marketing skills so that he can work effectively within Airdri company.

Training and Development Programs

There are different trainings provided to employees and subordinates for making them skilled, such as apprenticeship training, health and safety trainings, mentoring and coaching, employee orientation programs, etc. It is very important for HR department to analyse the need of improving employee's performance. On the basis of this result, employees are provided training to improve the way they are working. Also, when there is launch of new technique in the company, HR department has to ensure that all employees are given training to improve their skills.

P4. Effectiveness of HRM Practices to Raise Organizational Productivity As Well As Profit.

In context of of organizations, there are various effective HRM practices which help the business to maximise their productivity as well as profitability. Managers or leaders of the company adopted in order to improve the individual as well as whole organizational performances. Some of the HRM discussed below:

Training and Development:

It is one of the most important practices of HRM that organizations use to enhance individual skills. Management has to provide training & development in order to increase efficiency as well as effectiveness, which makes them capable of improving their productivity as well as profitability. Individual performance helps the organization to maximise production or profit margin as well. For example, in the context of Airdri, managers provide training to their employees where they lack it, and as a result, it will increase employees efficiency of work, which makes them more productive for the business.

Performance Base Compensation:

Under these HRM practices, management has to ensure that every individual gets fair compensation that makes them satisfied with their jobs. For example, managers of Airdri have to give rewards and other benefits on the basis of employee performance (Budhwar and Debrah, eds.). If employees feel that managers are not making fair decisions regarding rewards and other compensation, they will be dissatisfied with their work, or in the future they will leave the organization.

Security Regarding Health:

In organizations where employees have to perform between the huge machines, they have to provide security and a safe working environment. For example, Airdri Company provides safety to their employees regarding any kind of accidents in the working area or unfair dismissal. It is the commitment given by the organization to their workers that creates loyalty. It further provides the confidence to the workers to perform well without any fear, which increases the productivity as well as profitability of the company.

Above-mentioned HRM practices help the Airdri company to maximise productivity as well as profitability because above-mentioned practices increase the effectiveness of employees, which is beneficial for them to achieve business goals & objectives.

TASK 3

P5. Importance of Employee Relations.

Employee relation is defined as the connection or relation that is present between the workforce of the organisation. The coordination and collaboration among employees is helpful for working in the company effectively, and a good employee relationship helps in managing business activities effectively (Alfes et. al., 2013). When this approach is used in the organisation, it creates positive environment at workplace. Thus, employees feel more engaged within the company and they do their jobs in more enthusiastic manner. Airdri follow this kind of approach for engaging employees and getting new and innovative ideas from them. The HRM decision of the company is affected by employee relations in the following ways:

• When managers and employees share a good relationship, it is easy to manage conflicts and fights that occur at the workplace. In this way, it is easy to have positive environment at workplace.
• The HR department of Airdri company makes sure that all employees are given equal opportunities and benefits. This helps in increasing employee satisfaction.
• A collaborative work environment is necessary for managing different business situations effectively.

P6. Elements of Employee Legislations

• Occupational Health and Safety Act, 1970: As per this law, it is important that all employees are provided health facilities within the company. They are given good treatment and all necessary equipments that affects health of the person at workplace. Also, it is taken care that all employees are working appropriately. For instance, employees who are working in a workplace where there is a requirement for a noise prevention tool are provided that equipment.
• Fair Labor Standards Act, 1938: This law and regulation states that all labour rules and regulations given by government are followed by the company. They are provided flexible working hours and a positive environment to work. No employee should be discriminated against, and they must also be provided all opportunities to work effectively.
• The Equal Pay Act, 1970: This rule states that all employees are provided equal pay. All managers and employees are given a minimum amount that is fixed by government of the country. In context of M&S, all employees are given equal pay, as this helps in increasing their satisfaction level.

TASK 4

7. Application of HRM Practices

Application of HRM Practices in Airdri

The human resource management of a company helps in managing its employee in a manner so that they like working in the company. The managers of human resource management of air dri company manage its workforce. There are different effective HR practices that are adopted by this company in order to improve performance of workforce. In context of air dri company, objectives, Vision and Mission of the company are aligned with these strategies of Human Resource management, which show that efficiency of the organization and employee performance increases. Employees are given coaching, mentoring, training, and motivational sessions so that the effective functioning of business activities.

Job Description 

Creating structured interviews: The Airdri company engagement team invited various applications by posting job advertisements on distinct recruitment portals, social networking sites, and newspapers. HR professionals of such institutions conduct interview practices to hire effective applicants. With the following questions, interview will be taken:

• Describe key roles that HR Manager performs to develop the entity?
• What are the ways in which training can impact manpower efficiency?
• Will you provide me your strength considering which of our banks hires you?

Job Offer Letter

M5. Rationale for Application of Specific HRM Practices

The job specification helps in telling applicants of job more about the roles and responsibilities they have to play if they want to do job within the company. It is very important that they know what the major skills and abilities are that this company wants in an applicant who can apply for the job.

D3. Critical Evaluation of Employee Relations and Application of HRM Practices.

An effective employee relationship is must within the company, as this helps in managing and controlling business activities effectively. When employees do not fight with each other and they do not face conflicts, their performance level increases. On the other hand, weak employee relation management is not effective for the company, as this creates negative working environment for the employees. A job specification, CV or resume helps in knowing the main skills required for working in the organisation in effective manner.

Also read: Managing Workforce Engagement and Commitment

CONCLUSION

It is concluded from the above discussion that human resource management plays an important role within the company. It is very essential that this department takes care of all personnel working in the company. Also, there are some legislation and rules that are made for employees working in the company. This helps in providing equal opportunities to employees to have some rights and work effectively within the company. Also, it is necessary to provide various benefits to the company, including equal pay, health benefits, medical facilities, etc. In this way, employee satisfaction is increased. Get more details about assignment help UK from our experts.

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