HomeHuman Resource ManagementHow do HRM Practices in an Organization?

How do HRM Practices in an Organization?

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Introduction

In this writing the author will act as the assistant manager of the Think Right Limited. Think right limited is a London based company and has only 45 employees. Among them few are full time employees and most of them are self-employed. Another company named Save to Build. Right Think and Save to Build come into a contact and as a manager the author will try to show the impact of this acquision. For this the writer will analyse HRM functions along with its applicability in the organization. The author will also show how to recruit effectively along with the strength and weakness of the selection and recruitment process. The author will also try to show the importance of the employee relation and the employee legislation. At last the author will show application of the HRM practices in the different organizational context.

P1. Explain the purpose and the functions of HRM, applicable to workforce planning and resourcing an organisation

10 September 2018

Board of Directors

Think Right Ltd.

London

Dear Board of Directors,

Human resource is the ultimate resource of a company that can lead a company both in the pick of success and bottom of the failure. So in order to achieve organizational goals company needs to operate HR successfully. The purpose of the human resource management department is to ensure effective manpower for the company in order to achieve organizational goals.

Human resource management is the strategic approach to manage an organizational manpower in an effective way that helps to achieve competitive advantage over the competitors. There are some functions and activities of the HRM. The functions include the following:

Planning: One of the major activities of HRM is to plan. It is said that a well-developed plan play a role to do the job almost half. So the HRM needs to plan effectively (Buyens et al, 2016).

In the given case study it is seen that Think Right Company has planned to work with Save to Build. With this planned Right Think signed a contact with Save to Build. This task is done by the HRM department of the Think Right.

Staffing: As it is mentioned earlier that no other resources is as valuable as the human resource of the organization. So the organization needs to sort out its manpower very effectively. In this regards there are no alternatives to staffing.

In the given case study it is seen that Think Right help Save to Build to acquire customers by their active manpower and signing into a contact. This is the sign of staffing for Save to Build (Dickens and Hall, 2016).

Motivating: Another important task of the HRM is to motivate its people in order to get the desired things done. For this purpose company adopt different attractive packages that works as stimulating to work for employees.

Besides these activities HRM needs to perform some key functions. These are the following and these can be applicable in the workforce and also work as resourcing of the organization. Generally HRM perform two types of functions. One is the managerial function and another is operative function.

Managerial function: This includes planning, implementing, controlling and motivating the subordinate. That is seen in the given case study. Think Right plan to work with Save to Build, and implement this plan. They also takes necessary action to motivate employees (Hashim, 2010).

Operative function: This includes procurement, development, maintenance and other activates. Think Right company ensure both the procurement and development by signing up with Save to Build. For this both of them able to develop long term relationship and procurement process.

These are the major activities and functions of HRM that can be applicable to workfore planning and resourcing an organization.

Sincerely

Mr X

Assistant Manager

Think Right Ltd.

London  

P2. In order to create an efficient recruitment and selection policy, you need to explain the strengths and weaknesses of different approaches to recruitment and selection

10 September 2018

Board of Directors

Think Right Ltd.

London

Dear Board of Directors,

Recruitment and selection is one of the major activities of the HRM. HRM department of the organization works hard to make this recruitment and selection effective and efficient. For this reason HRM follows some approaches. But these approaches have both strength and weakness.

Attracting right candidates: In this recruitment and selection Approaches Company try to attract those candidates who are best fitted for their company. So in this context Think Right and Save to Build also follow the same rule. They also try to hold the attention only that group who are best suited for their company objectives. But the weakness is that every time it is not possible to only attract right candidates (Valverde et al, 2016).

Advertisement: To reach these best candidates company needs to send this message through some channels. This channels served as the medium of advertisement. This advertisement mode selection depends on the target ordinances. If the target ordinance is broader then the mode will also be greater. Here the greatest weakness is the cost. The broader the media the higher the cost.

Application and short listing: In this stage Think Right and Save to Build receive lots of applications. But they needs only the qualify ones (Edwards et al, 2013). For this reason they make a short list of this application by seeing their resume and move to the next steps. Some information may be false and lead to weakness of this system.

Choosing the right candidate: Short listed candidates are called for viva voce. In this meeting Think Right and Save to Build want to know candidates interest and knowledge about their business. Those who perform well are considered best candidates and company want to recruit them. Here the weakness is the possibility of biasness regards any candidates (Leede and Looise, 2015).

Make an offer: In the last stage of this selection and recruitment approaches company offers an attractive benefits packages consisting of the salary, security, bonus and many financial and nonfinancial rewards so that these candidates get inspired to join in the company. Though the company offers its best but the candidates may feel it is not adequate to accept the offer.

So these are the strength and weakness regarding the approaches of recruitment and selection.

Sincerely

Mr X

Assistant Manager

Think Right Ltd.

London 

P3. Explain the benefits of the following HRM practices within an organisation for both the employer and employee

Human resource management is used by both of the employer and the employees. HRM deals with the hiring, training, motivating and firing the employees for any valid reason. But without the coordination of these task none of the employer and employees get benefited. One of the task of HRM is to motivate employees. Here due to motivation both parties enjoy win-win situation. For an example when Think Right and Save to Build would motivate its employees to work then the employees get inspired to work. So in this case both the employees and the employer able to gain their personal and organizational goals. Another practice is to retain qualified employees of the organization. Management knows that it would be more difficult to find out such type of qualified employees if they once they get lost (Bartram et al, 2015). For this reason Think Right and Save to Build together ensure employees retain rate in their organization. so in this case organization as an employer do not need to seek another qualified employees and employees also do not need to seek another new job. Developing good relation is another HR practice that organization follow. If organization arrange different seminar, session and others thing to improve employees skills, knowledge and abilities then the employees will automatically create a positive image about the organization. Because of the customer acquision Think Right and Save to Build make a contact and come to one another to build a good relationship (Anjomshoaa, et al, 2015). HRM practice also helps to maintain performance alignment system. As the HRM arrange different seminar, sessions and training programs for employees, their overall performance increases. It helps to maintain an alignment between the employers and the employees. Their performance management system can help to recognize and reward the best employees. HRM practices also help to change workplace location and able to create flexible workplace. There are lot of employees working inside and outside of the organization. Some may prefer to work in the flexible conditions and some may prefer to work within boundaries. So both of these cases HR gives proper solution by arranging different leadership style for different employees (Leisink and Steijn, 2017).

P4 Evaluate the effectiveness of the HRM practices in terms of raising organisational profit and productivity

Human Resource Management is very effective for Think Right and Save to Build in terms of generating profits and productivity. HRM practices help to ensure better working conditions for the employees so that the employees get opportunity to make further development and innovation in customer serving. When the customer serving rate increased and become efficient due to innovation then the company would be more profitable and productive. Now it can produce higher at the same level of output compare to earlier. As leaders and managers contributes more on the profitability of the company. Because they invest their intellectual property rather than manual level (Piotrowski and Armstrong, 2016). So in this case HRM practices help to recruit best capable and qualify leaders for the organization like Think Right. Through the leaders visionary power they help the organization to become more profitable and productive. As HRM ensures different learning and training styles it also ensures different communication style among organization. For this reason both the employees’ personal objectives and organizational objectives can be achieved. So HRM helps to establish individual and personal goals. At the same time it ensures all the possible way to achieve these goals. In some extent HRM offers some monetary rewards in some particular performance (Hackman et al, 2009). So in this case employees devote themselves more seriously than earlier time that ensures effective reward performance system for employers and also help to raise profit and productivity. Think Right company will be able to increase profit and productivity when it able to ensure free flow of information within the company. It is HRM that creates such type of environment which helps to ensure better flow of information within the company. Generally HRM creates formal procedure to share and collaboration necessary information (Hathaway et al, 2010).  

P5 Analyse the importance of employee relations in respect to influencing HRM decision making

Every employees of the Think Right and Save to Build share some particular information and relationship in order to achieving organizational goals and objectives. Employees needs share information and relationship because they are human being not machine. Machine can operate alone only by clicking a switch. But human being needs to share some particular objects like relationship. They need to talk and discuss each other to plan.

An interactive workplace can help to achieve organizational goals and making HRM decision. This value can not be measured by monetary value rather it is more than monetary value. This interactive workplace also motivates employees. For these employees take it as their collaboration goals to be achieved. HRM needs to ensure that employees take it as a whole and work as a single unit in order to making HRM decision dynamic (Meyer and Smith, 2014).

In Think Right healthy employee’s relation results high work performance and productivity along with high customer satisfaction. As it is impossible to do everything by single employee so there must need some particular groups that will help to do the job. In this regard employees can share their mutual interest and benefits. But before this, employees need to build a good relationship among them and among their groups. If a good relationship exists then employees can easily interact and share their tasks. So it would be possible to do the job in a timely manner.

Good employee’s relation in the Think Right will help to reduce conflict and fight among the organization. they trust each other and assist each other to fulfil the organizational goals and objectives. They consider their fellow as their colleague not their competitors. So productivity increases and it helps HRM to take better decision for the organization (Minbaeva, 2013).

Pleasant and interactive work environment of the Think Right will help to increase employee’s loyalty towards the organization. They feel highly motivated when they see such working environment exists within the organization. for this they offer greater effort that results more productivity for the organization. another important thing is that when the employees become loyal then the employee turn over rate will automatically reduce. So the cost of the organization will also reduce. If cost reduced HRM can take better decision for the organization and its people.  

P6 Identify the key elements of employment legislation and the impact it has upon HRM decision-making

Like other organization all over the world Think Right also needs to maintain employment legislation within the organization. these legislations have impact on the HRM decision making for Think Right. Some elements of employment legislation are given below.

Defining the position: in every recruitment process company needs to mentioned the assigned post. Think Right when decide to operate throughout the UK, then it needs adequate manpower and staff. For this it needs to go through recruitment process. In this Think Right also needs to mentioned associated risk, responsibilities for this position they offer (Delery and Doty, 2014).  

Compensation: In the beginning of the employment contact Think Right needs to offer proper compensation for the candidates so that they feel that Think Right properly value them and their inherent qualities. For this Think Right would ensure proper minimum wages and working hours along with vacation period.

Equality for all: All the employees should be threated under one eye. No one is superior than other. From the top level to the lower level each and every employee must be gone through the accountability of the organization. So Think right needs to ensure equality in time of recruitment process. Each and every employees would receive same wages, salaries and other benefits regardless of age, sex, gender, race, culture and religious (Paauwe and Boselie, 2015).

Time schedule and other: Company needs to ensure employees about their working time and schedule. For Example Think Right would tell its employees how much time they need to working a day and many time in a week. Think Right also needs to ensure overtime compensation for the employees who work for the overtime. Generally, overtime salaries are double than the regular salaries.

These are some elements of employment legislation that have a grate impact on the organization and HRM decision making.

P7. Illustrate the application of HRM practices in a work-related context, using specific examples

For the Think Right Ltd. Company an example of job description and job specification is given below.

To: Board of Directors, Think Right Ltd. Company

From: Assistant Manager

Cc: General Manager

Date: 10 September 2018

Subject: Job description for recruitment

Sir

As Think Right Ltd. Company decides to operate throughout the UK so it needs more human resources than earlier. So it needs to go through recruitment process. In this process one of the tasks is to define the job very clearly that means job description. Here is an example of this job description for Think Right Ltd.

Job Title: Team Leader

Job Purpose: Manage and lead a team of Think Right Ltd. Employees. As it decides to operate nine new offices throughout UK in order to customer acquision. So the purpose of this task is to ensure proper communication with different geographical offices and by this help to achieve organization’s goals, objectives and policies (Blyton and Turnbull, 2014).

Job Duties:

  • Helping the managers to achieve daily task
  • Keep daily records
  • Hiring, firing and training employees
  • Ensure proper communication
  • Arrange team meeting
  • Ensure better customer service
  • Solve critical problem

Skills and Qualification:

  • Previous working experience as team leader
  • Good communication skills
  • Knowledge about country legislation
  • Good leadership skills
  • Working under pressure
  • Ability to self-motivate (Coz, 2010).  

Knowledge of:

  • Organization’s policies and practice
  • Competitors’ products and services
  • In sight of team work

Experience:

  • Experience on dealing with HR policies and practice
  • Working with similar team
  • Training subordinates

Academic Requirements:

  • A recognized degree on human resource

So these are key elements that are needed to be included in the job description and job specification.

Sincerely

Mr X

Assistant manager

Think Right Ltd. Company

London

Conclusion

In this writing many aspects of the HR issues have been discussed. The author has shown HR practices and polices and their impact on the organizational productivity and profitability. Employment legislation also have some impact on the HR policies. The Author has identified these impacts clearly. In the recruitment process of Think Right, the author has mentioned different responsibilities and qualifications. In the last it is very clear that HRM has a great influence over Think Right Ltd. Company for achieving goals and objectives.

References

  1. Anjomshoaa, A., Brisard, F., Drescher, M., Fellows, D., Ly, A., McGough, S., Pulsipher, D. and Savva, A., (2015), November. Job submission description language (jsdl) specification, version 1.0. In Open Grid Forum, GFD (Vol. 56).
  2. Bartram, D., Lindley, P.A., Marshall, L. and Foster, J., (2015). The recruitment and selection of young people by small businesses. Journal of Occupational and Organizational Psychology68(4), pp.339-358.
  3. Blyton, P. and Turnbull, P., (2014). The dynamics of employee relations. Macmillan International Higher Education.
  4. Buyens, D. and De Vos, A., (2016). Perceptions of the value of the HR function. Human resource management journal11(3), pp.70-89.
  5. Coz, A., (2010). The importance of employee participation in determining pay system effectiveness. International Journal of Management Reviews2(4), pp.357-375.
  6. De Leede, J. and Looise, J.K., (2015). Innovation and HRM: Towards an integrated framework. Creativity and innovation management14(2), pp.108-117.
  7. Delery, J.E. and Doty, D.H., (2014). Modes of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance predictions. Academy of management Journal39(4), pp.802-835.
  8. Dickens, L. and Hall, M., (2016). Fairness–up to a point. Assessing the impact of New Labour’s employment legislation. Human Resource Management Journal16(4), pp.338-356.
  9. Edwards, P., Ram, M. and Black, J., (2013). Why does employment legislation not damage small firms?. Journal of law and society31(2), pp.245-265.
  10. Hackman, J.R. and Lawler, E.E., (2009). Employee reactions to job characteristics. Journal of applied psychology55(3), p.259.
  11. Hashim, J., (2010). Human resource management practices on organisational commitment: The Islamic perspective. Personnel Review39(6), pp.785-799.
  12. Hathaway, A.D., Hyshka, E., Erickson, P.G., Asbridge, M., Brochu, S., Cousineau, M.M., Duff, C. and Marsh, D., (2010). Whither RDS? An investigation of respondent driven sampling as a method of recruiting mainstream marijuana users. Harm reduction journal7(1), p.15.
  13. Leisink, P. and Steijn, B., (2017). Recruitment, attraction, and selection. Motivation in public management: The call of public service, pp.118-135.
  14. Meyer, J.P. and Smith, C.A., (2014). HRM practices and organizational commitment: Test of a mediation model. Canadian Journal of Administrative Sciences/Revue canadienne des sciences de l’administration17(4), pp.319-331.
  15. Minbaeva, D.B., (2013). HRM practices and MNC knowledge transfer. Personnel review34(1), pp.125-144.
  16. Paauwe, J. and Boselie, P., (2015). HRM and performance: what next?. Human resource management journal15(4), pp.68-83.
  17. Piotrowski, C. and Armstrong, T., (2016). Current recruitment and selection practices: A national survey of Fortune 1000 firms. North American Journal of Psychology8(3), pp.489-496.
  18. Valverde, M., Ryan, G. and Soler, C., (2016). Distributing HRM responsibilities: a classification of organisations. Personnel Review35(6), pp.618-636.

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