Application of Human Resources Management in an Organisation

         Introduction

The main purpose of this assignment is to understand the effective application of human resource management in the organisation. The human resource management are responsible for recruiting and retaining the staff of the organisation. To understand the significance of human resource management in the organisation, the example of XYZ limited has been taken into account. The given organisation has expanded its operations, due to which the organisation is being restructured. The report would represent the workforce requirement of the organisation and discuss the various aspects of human resource management. Due to increase in operations, the organisation needs to increase the number of qualified staffs, bring flexibility in business and meet the demands of HND specialities in business qualifications.

      Task 1 LO2: Power Point Presentation (A.C. P3, P4, M3, D2)

   Using the given scenario prepare  a power presentation and write a reflective report on the benefits of different HRM practices within an organisation for both the employer and employee.

P3. Achieved by doing PowerPoint presentation slides.  (Please print separately for submission)

P4. A reflective report on the benefits of different HRM practices within an organisation for both the employer and employee. Your reflective report will be centred on your presentation.

Writing Reflective Reports

1. The purpose of a reflective report is to help you learn from a particular practical experience. This experience will be drawn from the presentation you did in class
2. Through reflection, you should be able to make sense of what you did and why and perhaps help yourself do it better next time.
3. Your written reflection will also serve as a source of reference and evidence in the future.
4. Consider what you have been taught and how you presented your slides. You may want to describe the feedback you got from your teacher, your observer and your peers. You may then need to consider your reactions. How did you feel? You might finish by considering how you would do it next time (Areas of improvement)-Points to be considered- Preparation (Research), subject knowledge, ITC skills, Body language etc.

The purpose of this unit is the understanding and applying the rules of effective Human Resource Management (HRM). The HRM main function is to be able to attract, recruit and retain talented staff in an organisation.

By building my presentation in Power Point in the base of my research I did learned that: Human Resource Management (HRM) refers to those activities and employees that assist the organization to meet its stated operational objectives by providing a motivated, well trained workforce which understands what the business is about, knows where it fits in within the organization and how it can contribute to the organization.

                Benefits of different HRM practices

HRM practices involve a number of benefits for the organisation named XYZ. In XYZ organisation, the different HRM practices such as training the employees has developed their productivity and professional skills thereby helping in reaching higher productivity and enabling them to fulfil organisational objectives. Moreover, practices such as rewarding the employees and performance appraisals serves in motivating employees towards hard work and determination for excellence. The flexibility of workplace encourages the employees towards being proactive and gains loyalty from the employees and harmonious organisational culture established through ethical HRM practices Induces positive behaviour among them.

               Effectiveness of different HRM practices

Various HRM practices affect the organisation in terms of raising organisational profit and productivity in the following manner:

   Extrinsic and Intrinsic Reward– intrinsic rewards refer to the intelligence, problem-solving skills, experience, offered by the employee to the organisation. Intrinsic motivation helps the organisation to be self-motivated, increases their level of productivity and helps in professional development. The personal achievement, growth in profession, and the feeling of accomplishment within the employees of XYZ Limited is example of intrinsic rewards. Hence, the managers should monitor the progress of the workers and provide them opportunities to display their competency level. Extrinsic reward, on the other hand, refers to the tangible rewards provided to the employees to motivate them to work towards achievement of particular organisational goals (Bloom and Van Reenen, 2011). The employees of XYZ Limited can be provided extrinsic rewards through bonus when they help the organisation in increasing its share in the market.

   Motivational Theory and Reward– the application of Maslow’s Hierarchy of needs motivational theory in the organisation, the needs of the employees can be satisfied in a systematic manner. Starting from fulfilment of physiological needs and moving to self-actualization needs. The HR managers at XYZ Limited should analyse the current requirements of their employees to fulfil their needs accordingly and improve their performance.

   Flexible Organisation and working practice– by following the concept of flexible organisational work structure in the organisation, XYZ Limited will formulate an organisation based on the relation of its employees.  This means the business operations would be executed according to manner, in which employees interact. This will help in discovering of new ways to execute the task and the organisational goals can be achieved more efficiently.

   Performance and Reward– the work quality of the employees of XYZ Limited should be monitored based on which they should be rewarded.  The organisation can provide bonuses, or compensation, if the employees accomplish the goals of the organisation. The work of the employees can be recognized through posting about their achievement on bulletin boards, or giving trophies or certificates to honour their achievement. Appreciation of their work motivates them to improve their productivity (Lengnick-Hall et al., 2011).

I strongly believe that Human Resource management course will help me to improve my management skills in the future. It’s been very interesting to learn how to conduct a presentation in the front of other people and how to perform job analysis, company policy, recruiting and selecting the human resources. I have no doubt that the HRM course I have conducted will help me in managing a company as a Human Resource Manager. This information will make it easier to maintain good employees and develop a reputation for being a great employer. I have gain knowledge and skills to organize, analyze, enhance, assess and understand the dynamics of business. What I have learned from the course will help me focus on becoming a successful professional in the changing world of business. The courses helped me to build technique in areas of problem solving, communications, decision-making, ethical management and appraisal.

M3. Based on your presentation using XYZ Limited as an example of your organisation, evaluate the effectiveness of the key elements of Human Resource Management in XYZ Limited.

1. Make an appraisal supported with evidences and relevant examples on the effectiveness of the key elements of Human Resource Management using XYZ Limited as an example.  Use any 5 from these points to be considered – Organisation, Payroll, Time and attendance, Benefits, HR management information, Recruiting, Training, Employee Self –Service, Reports.
2. Do an assessment by considering the importance of the key elements of Human Resource Management in XYZ Limited ( Pay attention to the positive and negative aspects by giving relevant examples and your own personal opinion)

SWOT Analysis:

Strength

As per the case study of the XYZ Limited in the United Kingdom, the organisation is planning to restructure to enhance its business processes. The strength of the organisation is the internal elements that influence the operational function of the HR. Achieving the long-term gaol or choosing the right employee for the organisation are the strong points of HR management (Goworek and McGoldrick, 2015).

Weakness

Sometime the employee’s perception becomes an issue for the HR team because the low morale in the environment of organisation impact negatively in the business processes.Any strategy implemented by the HR to motivate the staff might result into failure, as the staff member is not enthusiastic for the work. 

Opportunity

The HRM practices create opportunities in the business processes of the organisation. It would influence the market as its practices results in better good and services and organisation get the chance to overtake the market.

Threat

In the opinion of Salm and Schwab (2016), the threat comes into picture when the strategy of the HRM does not work in the development of the business of the organisation. As per the case of XYZ Limited, the threat for the company is the rival organisation that exists in the market of Britain.

        Key elements of HRM are as follows

Payroll: For HR department, payroll is an essential element. Payroll is the duty of HR relating to collecting employees information for the purpose of payment and tax.

Employee Self-Service: The key elements of HR department are performance evaluation action, firing. In every step of employee’s tenure, HR manager is involved in organization. HR is also responsible for keeping personnel document of employee’s action.

Benefits: In most organization, administration of benefits is an essential key element of HR. Tracking vacation, processing paper-work is the duties which are related to the administration of benefits.

Recruiting: Recruiting is the key element of HRM using in XYZ Limited Company. Recruiting Efforts Company can take the advantage of recruiting in strategically anticipated need.

   Training: When the employee is on the job, individual manager may provide direct training to them. According to company policy and procedures, it is the responsibility of HR department to provide training to the employee, who is hired in the organization.

    Advantage of key elements of HRM: An advantage over competition can gain, if HR department predict the types of position which is needed by the employees to create and fill.

Relieving Burden: In order to strengthen the size of small enterprise, many employees may add, it becomes difficult to manage all the department of business. There is no need to involve direct in time consuming task by adding Human Resources Department in the organization such as recruiting, benefits administration tasks etc.

Maintaining Compliance: Business must compliance with the large number of rules and regulations that govern personnel relation and management. In areas such as discriminatory practice and compensation law Human Resources professionals possess the expertise.

Disadvantage of HRM are as follows:

Privacy: Privacy of business, employees and officials may hamper due to increased capacity for benchers, which is regarded as one of the disadvantage of HRM.

User Error: Data entry error can occur because computers and their associated programme are as effective as their human users. Such errors can have consequences in HR management system.

Employee Assessment:  At the time of selecting employees for certain positions based on performance and other information, HR management system can be effective.

D2. Critically evaluate the effectiveness of the key elements of Human Resource Management in XYZ Limited.

3. Using all the points to be considered in M3, do a critical evaluation of the effectiveness of the key elements of Human Resource Management in XYZ Limited. Points to be considered – Organisation, Payroll, Time and attendance, Benefits, HR management information, Recruiting, Training, Employee Self –Service, Reports.

• To achieve this, do an appraisal of the key elements of Human Resource Management in XYZ Limited ( Refer to assignment brief)
• Do an analysis of effectiveness of the key elements of Human Resource Management in XYZ Limited.
• Spell out your judgement /opinion indicating the criteria on which you base your judgement and citing specific instances of how the criteria apply in this case.

As considered by Armstrong and Taylor (2014), the HRM practices affect the business of the XYZ limited in a positive and negative ways, it depends upon the approach of the HRM of the company.  In the context of the considered organisation, the management team want to increase the skill set of the HND teachers for business education. The company is planning to extend the workforce of the organisation that would give quality teaching to the student of United Kingdom. As company is focusing on the both type of qualification those are BSC and HND that will be helpful to handle the different level of teaching. As per the above discussion, it is said that the development of organisation depends upon the practices of the human resource management. Thus, XYZ’s management team must conduct training for the teacher so that it can result in the improvement of teaching skill.

Training gap analysis is a type of evaluation pattern that would analyse the need of the training to the existing employee of the XYZ Limited (Caligiuri, 2014). A training gap approach conveys that what training should be given and to whom that training should be given.  In this way, the management team of the considered organisation would become able to evaluate the right training for the right candidate.

Task 2 – LO1: As the human resource manager, educate members of the management board by explaining the purpose and scope of Human Resource Management in terms of resourcing XYZ Ltd with talent and skills appropriate to fulfil business objectives. (A.C. P1, P2, M1, M2, D1)

P1. Explain the purpose and the functions of HRM, applicable to workforce planning and resourcing XYZ Ltd.

1. Define Human Resource Management.
2. Explain the main functions and activities of HRM using an organisation such as XYZ as an example.
3. Explain what you understand by workforce planning and human resource planning.
4. Explain what you understand by the “The hard and soft models of HRM”.
5. Educate members of management by explaining which approach will be more appropriate for the work force planning and resourcing of XYZ Ltd using these two points The ‘Best Fit’ approach vs ‘Best Practice’.
6. Explain the impacts that advances in technology have had upon improvement in the efficiency of HR practices.

Human resource management refers to the procedure of anticipating and recognizing the human needs of the enterprise with the purpose to meet the current and future goals and objectives of the organisation (Bloom and Van Reenen 2011).

The fundamental duties and responsibilities of the HR manager include analysing the job, staffing, utilizing the services of the work force, execution the reward system to analyse the performance of the employees, maintain the work force and developing the workers at professional level (Sparrow et al., 2016). The given organisation, XYZ Limited is expanding its operations due to which it requires performing the function of designing work, staffing for execution of the designed work and retaining the existing employees. The HR managers of the organisation would conduct induction, training and development programmes to train the existing managers of the organisation to enhance their skills to accomplish the goals of the organisation. The reward system will be implemented to motivate the employees to improve their performance level. The employees will be provided with incentives and rewards for their past efforts.

The terms workforce planning and human resource planning are closely related terms. The former is a procedure of recognizing and analysing the present and future objectives of the organisation, as well as identification and acquisition of appropriate skills, in order to meet the objectives in a productive and profitable manner. On the other hand, human resource planning is the process, which ensures that appropriate number and type of individuals are appointed at the right position at the right time (Reiche et al., 2016). These individuals are skilled at executing the assigned duties in an effective and efficient manner, so that the overall organisational goals can be achieved. Hence, XYZ would be recognizing the human resource requirement by applying the procedure of workforce planning and would ensure that the effectively employed through the process of human resource planning.

The hard and soft models of HRM are two models based on the contrasting views of human nature and the strategies of managerial control.

   Hard Model of HRM: The ideas of constricted strategic control and the economic model of man based on Theory X helps in forming the hard model. Hard HRM model assumes HRM as a strategic management process and employees as resources like machinery to be used for productivity. It imparts minimal communication between managers to the employees and avoids delegation of power and employs workers in minimal wages. For autocratic leadership styles hard HRM is suitable (Armstrong and Taylor 2014). XYZ Limited would be incorporating hard model of HRM as they require recruiting external employees to perform their expanded business operations. The new qualified teachers will possess the HND qualifications and would also teach the existing employees one or more specialist modules to enlighten them on HND and BSc qualifications.

   Soft Model of HRM: Alternatively, the soft model of HRM is formed based on Theory Y and monitoring through commitment. It assumes and treats employees as valuable assets or members of the organisation and there is minimal obstruction in communication between staff to managers. For long term work force planning is a key element of the soft HRM aspect compared to the short time recruitment implemented in hard HRM. For a democratic leadership style soft HRM is best suited. The pay structures for employees are competitive as well (Armstrong and Taylor 2014).

According to the “Best Practice” approach, it is assumed that there are few sets of HRM practices, which are universally applicable in every situation, and adopting them enhances the performance of the organisation. Consequently, the “Best Fit” approach focuses that the HR strategies should be corresponding with the context and organisational situation. It can be analysed based on the vertical alignment between the HR strategies and business operations. It implies that vertical alignment of overall corporate strategies with HRM practices will help in enhancing the productivity of the employees by bringing efficiency with in their work. In this approach a strong alignment between competitive strategic objectives of employee productivity and product quality is implemented for achieving organisational goals (Veloso et al. 2015). Best Fit approach would be more appropriate for XYZ Limited as the latter one does not take into consideration the local context.

Technological advancement has increased the efficiency of HR practices. Electronic communication, broadcasting, computer and networking systems have aided in business communication. The emergence of telecommuting among the workers has enforced the HRM professionals to formulate new guidelines for them. With the help of computers and networking systems, the HR managers at XYZ Limited are able to directly communicate with the teachers and the staffs of the organisation. The HRs can measure the performance of the employees through numerous software programmes with the help of metrics. Technology has helped them in directly printing the employee forms deleting the requirement of files. Virtual classrooms have aided the managers in training mass number of employees.

P2. Explain the strengths and weaknesses of different approaches to recruitment and selection.

1. Explain what is meant by recruitment and selection

   Recruitment is the procedure of drawing appropriate candidates for suitable jobs at an appropriate time. The recruitment process follows the trends of the job market, analyses the organisational needs and attracts eligible candidates for meeting the goals of the enterprise.Selection, on the other hand involves identification and picking of suitable candidates possessing the required qualities at the correct time for accomplishment of organisational goals (Brewster et al., 2016).

2. Explain the main recruitment and selection approaches using the points to be considered: Internal (Current employees  Former employee,  Database of applicants,  Referrals from, employees  Internal job vacancy)  vs. Externalrecruitment- consider 3 points from each category – (Advertisement  Job Centre Plus,  Employment Agencies,  Referrals from friends,  College recruitment,  Company’s website).

The sources of internal recruitment are:

   Present employees– include promotion of transfer of current employees by upgrading their position with a higher status, more pay and more responsibilities. It motivates the employees as well as reduces the need for job training (Daley, 2012).

   Former employees– these are group of employees who have applied for the available vacancies. These include retrenched or retired employee who are interested in joining back the organisation for part-time jobs. XYZ Limited can hire formal employees who had high level of performance to train the current employees on skills and attributes of HND.

   Referrals from employees– the current employees will refer the names of their friends, family and relatives as eligible candidates for the organisation. Since the employees would suggest only those candidates whose requirement meets with the organisation, it ensures recruitment of right candidates.

The sources of external recruitment are:

   Advertisement– the organisation can advertise on newspapers and professional journals for recruiting skilled employees.

   Employment agencies– the organisation can seek assistance from private employment agencies that have a number of registered candidates in their data bank who possess the necessary qualifications. The final decision regarding the selection is taken by the organisation.

   College recruitment– employees can also be recruited directly from educational institutions like colleges, universities and schools as XYZ Limited requires professional HND qualification.

3. Explain strengths and weaknesses of each of your chosen approaches mentioned in 2.2, putting into consideration there reliability and validity as key criteria.

   Internal recruitment– the approach is beneficial as it improves the morale of the existing employees. Electing candidates internally is more reliable and there are chances of errors as the organisation has a complete record of the performance of the employee, which can be used for analysing their performance. Being an existing employee, XYZ Limited will be able to save the expenditure incurred in training of new employees. It is also reliable because the image of the organisation will not be lost. Due to these benefits, internal recruitment provides valid point reason for consideration. However, the process restricts the innovation required by discouraging the entry of eligible external candidates.

   External recruitment– the external recruitment process brings a pool of eligible candidates for the organisation. This will help XYZ Limited in generating new ideas and hiring candidates with the required HND qualifications.  The process is reliable as the new employees would already possess the required knowledge and can instead help the organisation in updating the skills of existing employees. Since XYZ Limited needs qualified new employees, external recruitment is valid in its case. However, it might demoralise the existing employees as they might not prefer getting trained from new employees. External recruitment is an expensive process due to the numerous stages involved in it. There might be lack of cooperation between the existing and new employees, which will hamper the working of the enterprise.

4. Explain the main processes of selection and recruitment using 6 points to be consideredunder the internal and external approaches. Identify and analysing job vacancies; Prepare for Job Analysis;  Advertising the vacancy (the right channel); Managing Responses (CVs and Applications);  Short listing the Suitable Candidates; Arranging and Conducting Interviews;  Selecting the right candidates.

The different approaches of selection and recruitment are:

   Internal Sourcing– the approach involves advertisement of current vacancies within the organisation. The current employees of the organisation will fill the vacancy through upward or lateral movement.

   External Sourcing-the approach involves search of employees through external recruitment techniques like advertisement on newspapers, job boards and trade publishes (Jiang et al., 2012). The external candidates may not necessarily come from same professional background.

   Third-Party Sourcing– the search of eligible candidates with the help of a placement cell or head-hunter is third party sourcing. The placement cells use numerous strategies like flexible benefit packages or improved salary compensation.

   Interviewing-interviews should be conducted when the resume of the candidate can be reviewed without any disturbance. Apart from analysing the past experiences and credentials of the employees, the interview should also focus on providing hypothetical scenarios to them evaluating their presented solutions.

   Selection of candidate– based on the interview, comparison between various candidates should be made to select the most appropriate candidate.

XYZ Limited will be implementing internal, external and well a third party sourcing in order to fill the vacant positions in the organisation and to recruit eligible candidates.

   Job analysis- by analysing and collecting the information on the human needs of the job and the manner in which they are to be performed will help the managers in identifying job placement in the organisation. The managers of XYZ Limited will be able to identify the vacant positions in the organisation as well as for which job need to undertake the recruitment process.

5. Explain how Job analysis, job descriptions, personal specifications and competency framework can be used  during selection and recruitment in a company such as XYZ

   Job description- Job description is a formal document describing the responsibilities of the employee’s. It consists of various details like job title, remuneration, location. Duties and responsibilities, working conditions, hazards related to the work, resources available, nature of work and other work related details (Gatewood et al., 2015). The job description will help the HR Managers in XYZ Limited in explaining the tasks to be performed after beings selected for the vacant position.

   Personal specifications- it refers to the description of skills, qualifications, knowledge, experience and other attributes that the employees need to possess to be eligible for performing the assigned duties. It is derived from the job description and helps in the recruitment process. The HR managers at XYZ Limited will specify the educational qualifications, experience, training, type of attitude, communication skills needed by the candidates for being selected for the vacant position.

  Competency framework- With the help of competency based recruitment and selection procedure, XYZ Limited will be able to recruit potential candidates. For this, the interview questions will be designed to reveal the skills and qualities of the candidates and their behaviour in different situations.

6. Briefly explain the possible issues that could affect the successful induction and socialisation of employees in an organisation.

   Induction is the process of welcoming the new employees of the organisation to prepare them for their new roles and responsibilities. The induction training helps in developing theoretical and practical qualities among the new employees. Socialisation, on the other hand, is a continuous process where the new employees learn the social culture of the organisation and how to interact with their colleagues (Guest, 2011). The efficiency level of the managers conducting induction decides the success of the induction programme. It is important that they possess the relevant skills for conducting induction. Failure to clarify the doubts of the new employee regarding the job profile and the organisation would result in unsuccessful induction. Providing the employees with more information compared to absorption capability within a short time period, will hamper their performance. A difference in the expectations of the employees and the reality of the work will result ineffective socialisation. The employees should change their attitudes and behaviours according to organisational culture for successful socialisation

M1. Assess how the functions of HRM can provide talent and skills appropriate to fulfil business objectives

1. Consider the various functions of HRM within an organisation and link these functions to the HMR functions of XYZ LTD (Refer to assignment brief).

2. Evaluate the importance of HRM within an organisation using XYZ Ltd as an example, paying attention to positive and negative disputable aspects by citing examples and providing evidences for your judgement.

3. Explain how the process of HRM can provide talent and skills appropriate to fulfil business objectives using any 5 points to be considered from – Aligning business objectives and HR strategy, Analysing labour market trend/environment, Attracting the best candidates, Motivating workforce, Training workforce, Retaining workforce, Rewarding workforce (Link points to the provision of talent skills appropriate to fulfil business objectives in XYZ Ltd.)

The fundamental duties and responsibilities of the HR manager include analysing the job, staffing, utilizing the services of the work force, execution the reward system to analyse the performance of the employees, maintain the work force and developing the workers at professional level (Sparrow et al., 2016). The given organisation, XYZ Limited is expanding its operations due to which it requires performing the function of designing work, staffing for execution of the designed work and retaining the existing employees. The HR managers of the organisation would conduct induction, training and development programmes to train the existing managers of the organisation to enhance their skills to accomplish the goals of the organisation. The reward system will be implemented to motivate the employees to improve their performance level. The employees will be provided with incentives and rewards for their past efforts.

The importance of HRM practices with in and organisation is indisputable and imparts great value. The various positive aspects of HRM for XYZ organisation involve certain benefits for both the organisation and the employees. HRM practices of recruitment, training, appraisals, rewards and recognition, workforce planning and management focuses on the development of the workforce in terms of ensuring continuous professional development, productivity, increased efficiency. These in turn help in achieving organisational goals and objective by bringing productivity and increased market share. In return employees receive appraisal bonuses, yearly increments and promotions at appropriate situations.

The different processes of HRM help in providing talent and skills to the employees.

1. By aligning business objectives and HR strategies, HR practices ensure that staffs understand their responsibilities properly which reduces time taken to execute tasks and error rates.
2. Analysis of labour market provides insights on the best trends of the market that can be introduced to the staffs and staffs can be encouraged to execute the roles as per the trends.
3. By training the workforce in appropriate occasions, skill development among workers are encouraged. Newer technologies demands appropriate skills and through continuous training sessions, workers develop new professional skills that leades to professional development and a culture of lifelong learning.
4. Retaining workforce is another HRM tasks which ensures growth of the organisation. It can be achieved through providing employees encouragement, opportunities for learning through training and opportunities for growth through promotions. It motivates the employees to remain loyal to the organisation.

Rewarding employees can be achieved through appraisals and increments. It motivates workforce to develop their work skills further encouraging them to participate in the training sessions further.erformed.

M2. Evaluate the strengths and weaknesses of different approaches to recruitment and selection.

1. Draw on varied information
2. Elaborate on P1, P2. Discuss the strengths and weaknesses of different approaches to recruitment and selection.
3. State the relevance or importance of the different approaches to recruitment and selection processes.
4. Evaluate the advantages and disadvantages of the different approaches to recruitment and selection.
5. Do an appraisal by including your personal opinion/ judgement using relevant examples and references.
6. Conclude possible outcomes by using variety of information.

The importance of first and the foremost approach of recruitment process which is identification and analysis of job vacancies in XYZ enterprise, lies in assessing the vacant positions of different jobs within the organization. This in turn helps the organization to accordingly recruit and select candidates applying for the job. A limitation of this approach is that it is limited only to a certain extent and assesses only the job vacancy available. It does not inform anything regarding the job role or the effectiveness of that position (Grusec and Hastings, 2016). However, there are  there are chances where the resumes and applications may be written by professionals and often the best candidates might get rejected from the selection process, which is a major weakness or drawback of this approach.

In the selection process, the approach of ‘aptitude’ or ‘psychometric’ test aim to give an insightful and accurate picture based on the suitability of an applicant. The well-validated tests usually turn into reliable results (Kline, 2015). A major drawback of this test lies in expensive training and administering of in-house personnel or the recruitment of third-party professionals.

D1. Critically evaluate the strengths and weaknesses of different approaches to recruitment and selection, supported by specific examples.

1. Make clear strengths and weaknesses, Reflect and elaborate on P1, P2, M1 and M2.
2. Make an appraisal by adding your personal opinion or judgement using relevant / specific examples and references.
3. Explain the basis of your personal opinion in relation to the strengths and weaknesses of different approaches to recruitment and selection citing specific instances of how the criteria for personal your judgement / opinion applies (Support your judgement with specific examples)
4. Conclude possible outcomes by using variety of information.

The advantage of a job analysis is that it helps to collect vital and necessary information regarding the various operation and responsibilities of a particular job position within XYZ organization. A major weakness or disadvantage of this process is that it is potentially a subject of various inaccurate sources or bias (Leduc et al., 2013). Strength of the approach of CVs and appointment is that it is considered to be an effective method for narrowing the applicants’ selection for meeting the basic job requirements.

The recruitment and selection is essentially considered to be a fundamental resource function overarching various aspects of XYZ’s overall performance. Moreover, an effective HR planning and planning helps to produce efficient information which in turn forms a vital part of the corporate knowledge required to meet the objective of having the right people, with the right competencies in the right job. In a very similar approach, the range of recruitment strategies available to XYZ organization is also broad, for which various approaches are available to suit the job position’s nature to be filled in the organization.  Equal opportunity for employment must also be ensured for all potential applicants (Doody and Noonan, 2013).

LO3: Assume that you have to train some members of the management board regarding the different aspects of human resource management. In your training session, analyse internal and external factors that affect Human Resource Management decision-making, including employment legislation. (A.C. P5, P6, M4)

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

Employee relations help in improving the productivity in an organization. Working with a group of people and working with unity will always help the organization to work independently working in a more effective and efficient way.

   The Employment Relations 2004 act: It states that each employee in an organization must work in a cooperative manner to produce more quality work in an organization.

   Employee engagement: Employ engagement states that the operation of work in a group is worth full for an organization as it produces more work than working in a single team.

   Trade Union affiliation: it encourages employee relations as it manages unity in the workplace. Thus, involving more employees in this relation will help in productivity of the work and hence enhancing the employee welfare at workplace (Millwardet al., 2015).

   Involving employees: employee relations managed by the soft HRM model involve employees with in the decision making process in order to value the employees of the organisation as assets to the organisation. This motivates employees towards loyalty.

   Employee representation: the HRM practices represent the benefits of the employees by allowing trade unions in situations of conflict and disputes. It provides power to the employees for fighting against unethical work regulations, discriminations and other issues.

   Employee welfare: with regard to employee relations, HRM has the responsibility of working towards the welfare of employees and they do so by providing work related benefits to the employees.

Every individual in a workplace should retain a good relationship with his or her fellow workers. An organization with less people demotivates an individual from working smoothly. To produce productive and become more productive at workplace, it is necessary that employees retain a healthy relationship and work with more unity to achieve a common goal (Anitha et al., 2016).

• Decisions made individually are considered less effective than decision made in a group

It has been noticed that people working individually does not work efficiently and are being less productive as compared to group work. When people work alone, they tend to make more mistakes and when they work in a group, the probability to make more error is less. Guidance in the work is also considered more when people work in a group as compared to when they work in single.

• Work becomes easy when the work is shared amongst all people

Responsibilities are more profoundly and effectively distributed when the workload is shared amongst different people. Responsibilities divided among colleagues are considered to complete it in a less stipulated timeframe. If a person has good rapport with their colleagues then they will be able to help one in case of trouble (Gooderham et al., 2015).

• The organization works happily when the employees work together as family

An individual tends to lose concentration and produce less productivity when they are given more work. It has been observed that when people work with more unity, then they are delivering more productively. Sharing of launch and thoughts involves a friendly nature in the work, which motivates people to work in a better nature in an organization (Northouse 2015).

In an organization people tends to work in a more comfortable way when they work with each other. Sharing a good rapport and working in a close coordination helps in achieving the common objectives (Swider et al., 2015). Employees feel more responsible and motivated when they work well and enjoy working with more work pressure, when they work in-group. It plays an important way that the management should promote a healthy relationship at workplace and this helps the organization to extract the best amongst the employees. The different strategies by which employees improve relation and engagement are as follows:

• Sharing of work with individuals encourages gaining more productivity at workplace

Sharing thoughts and encouraging people to share their work increases more productivity at workplace. This way it makes the individuals to take their own decisions and thus increases independent ability in the organization.

• Encouraging of efficient communication amongst the team member

It is often noticed in an organization that poor communication leads to misunderstanding in the organization. Communications amongst the employees should always be efficient and effective. Effective communications with the employees tend to produce more productivity at workplace.

• Written communications must be encouraged amongst employees for better productivity

Writing of emails, agendas in the meeting are considered to the primary sources by which once can enhance their skills. Enhancing written communication skills and proper trainings amongst the employees will help in improving relation relations and engagements (Breaugh et al., 2017).

P6. Identify the key elements of employment legislation and the impact it has upon HRM decision making in XYZ Ltd.

The employment or labour law is meant to protect the rights of the individual employers within XYZ organization including the promotion of safe and productive work places. The current purpose of this law is to create a healthy and friendly work environment, where people can work in an atmosphere free form any kind of bias or harassment.

Equality Act 2010

This act legally aims to protect the people of XYZ Ltd. from any kind of discrimination. It ensures equal treatment to all in access to employment, including public and private services irrespective of race, gender, religion or sexual orientation (Bryson, 2017).

            National Minimum Wage Act 1998

THE MAIN aim of this act is to create minimum wage. This includes those people working with employment agencies so that the charges of the agencies do not minimize a worker’s basic entitlement.  The different work types included under this act are time work, salaried hours work, output work and unmeasured work. The principle behind this act is that the pay rate of working hours should not plunge below the minimum.

         Sex Discrimination Act 1995/97

This act is meant to protect men and women of the nation from discrimination on the grounds of sex or marital status. The Act concerns employment, training, education, harassment, the provision of goods and services including the disposal of premises (Klein, 2016). A woman complaining on discriminatory grounds must provide evidence on the balance of probabilities.

   Data Protection Act 1998- is designed to protect personal data stored on computers or in an organized paper filing system.

   Dismissal means termination of service of worker by employer for misconduct.

   Health and Safety check again all the equipment, all the staff must to be trained to use equipment with the Health and Safety Law in mind.

   A contract of employment is a reciprocal contract in terms, at a determinate or determinable remuneration in such a way.

DBS is for check someone’s criminal record if they apply for certain jobs or voluntary work with kids for example, to foster or adopt a child.

The trade union keeps up that representatives have high compensation and guarantees that the worker keeps up a genuine a sound and safe connection with its co representatives in an association. The exchange union alongside the HRM deals with the representatives and guarantees better workplace (Inversiet al., 2017).

An trade union are set of work and representatives in an association who cooperate in accomplishing the shared objectives of an association, for example, human services, retirement measures and improving the security benchmarks of the association.

   The purpose of grievances is to give employees a way to raise with management internally  their concerns about their working environment or work relationships. Grievances tend to be about matters such as changes in terms and conditions, excessive workloads, being refused holidays, unfair or discriminatory treatment by managers, and harassment from colleagues. Less commonly, workers may get together and write a collective grievance.

   Redundancy tends to be one of the situations in which the presence of a trade union will be greatly appreciated by a workforce. The laws surrounding the redundancy process are complex. Even many employers are not fully aware of their responsibilities under the law. It can be especially difficult for ordinary employees, therefore, to know where they stand and what their options are.

M4. Evaluate the key aspects of employee relations management and employment legislation that affect HRM decision-making in XYZ Ltd.

1. Explain employee relations management  and employment legislation
2. To make a proper evaluation, you will do an appraisal of employment relations elaborating on the points to be considered in P5. Include your personal opinion giving a detailed account of what informed your opinion.
3. An appraisal of employment legislations  using 5 of the points to be considered Data Protection Act 1998 • Employment Act 2008 • National Minimum Wage Act 1998 • Employment Relations 2004 • Sex Discrimination Act 1995/97 • Equality Act 2010 • Disability Discrimination Act 1995/2005 • DBS • Working Time (Amendment) Regulations 2003 • Freedom of Information Act 2000.
4. Give a detailed account on how the key aspects of employee relations management and employment legislation that affect HRM decision-making in XYZ Ltd.

Maintaining healthy employer-employee relation is the key to ultimate success of XYZ organization since it creates a pleasant atmosphere within the work environment and increases employee motivation. It can enhance the firm’s profit. All these contribute to the increase in the firm’s productivity and achievement of its short and long-term objectives. ‘Employment legislation’ refers to the minimum employment standards for the workplaces as per law. These employment aims to cover various aspects like minimum wage, minimum pay, work hours, etc.

An effective employment relation management enables in better decision-making since they have accurate information regarding the organization’s direction. Moreover, the employees also feel a strong bond of responsibility towards making effective decisions (Bryson, 2017). Employee morale and motivation also becomes higher with the involvement of associates in the decision-making process.

LO4: Using inferences drawn from presentation and the essay, demonstrate to the members of management board how to apply Human Resource Management practice in a work-related context in XYZ Ltd (A.C. P7, M5, D3)

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

1. Explain how HRM prepares job specifications and person specifications applicable to the recruitment context and needs of the organisations, taking into account legislation and company policies.

2. Explain the HMR practices within an organisation using YXZ LTD as an example. Use 5 of these points to be considered – Aligning business objectives with HR Plan  Environmental analysis  Workforce Planning  Identify, Attracting and Recruitment  Selection of Best Candidates  Induction and On boarding  Training and Development  Motivation, Rewarding and Retention

3. Explain the impact of technology on improving the recruitment and selection process. Use all points to be considered – online resources, digital platforms and social networking.

The HRM plays the most important role in preparing the job specification and person specification. Job specification is a statement that contains the components and specification of the job class, which includes the summary of the work that the employee will perform, the level of qualification that will be required by the employee for the position to be fulfilled. This also explains the necessary steps that are required for the functions of the job. Job descriptions include Job title, job summary, job location and job duties and the person whom they are reporting to. On the contrary, job specification includes qualification, experience, skills and responsibilities. The HRM screens candidates with respect to their qualifications, their desired qualifications and the skills, which will be required by them for the job. The HRM also screens the candidates based on online tests, written tests and face-to-face interviews. Whereas the HRM also built up the job specification, which mentions what kind of candidates, they are required for the work (Ball et al., 2017).

   Explain the HMR practices within an organisation using YXZ LTD as an example.

HRM handles the vital and essential issue of an organization. It is involved in the following  issues like recruitment and selection, performance, training and development.

   Aligning business objectives with HR Plan: it is done by analysing the business objectives and incorporating those objectives with in the HRM policies of the organisation based on which key functions of HRM such as recruitment, selection, appraisals, performance management, and training and development are executed.

   Recruitment and Selection: This is the process where the human resource department shortlist candidates based on their qualifications, past experience and their eligibility to work in the organization. The steps involved in recruitment and selection are identifying vacancy and evaluate their need, develop position description, develop recruitment plan, select search committee, post position and implement recruitment plan, review applicants and develop shortlist, conduct interviews, select hire and finalize recruitment. YXZ LTD follows the above-mentioned procedures for recruitment and selection. YXZ LTD conducts the back-ground verification check using external organisation staff.

   Workforce planning: it involves performance management.It is the measure of the level of efficiency of a particular employee. In YXZ LTD performance is measured by an online application portal, which keeps track of employee attendance, daily work completion task and appraisal list by the manager. Evaluating the employee performance by automation tool helps in limited recruitment of employee as the job is performed automatically (Desai et al., 2015).

   Training and development: This is the process of enhancing and employee’s capabilities and teaching him/her the work procedure of the organization. In YXZ LTD employee training is performed by external organisations. On completion of the entire life cycle of training and passing the respective test, the employee in placed on board in the organization. This strategy helps in development of customer satisfaction level (Tzabbar et al., 2017).

   Motivation, Rewarding and Retention: motivation, rewarding and retention of workforce can be achieved through performance appraisals. Great execution by staffs should be commended through augmentations, motivators and rewards and better working conditions as it inspires the staffs to perform better. It is as a capacity executed by the HRM under workforce arranging (Xing et al. 2016). XYZ give reward to the workers at Christmas eve, gives extra minutes pay as motivations and yearly augmentation in light of execution. To extraordinary representatives they give execution examination reward which urges the representatives to work harder profiting the business and the association. These evaluations advantage the representatives fiscally which fills in as the genuinely necessary inspiration towards greatness.

Technology plays the most important role in the recruitment and selection process. There are several methods by which technology can be used in the process of recruitment and selection process. The most important one, which can be summarized, are online resources, digital platforms and social networking.

   Online resources: Online resources include job portal websites such as the indeed, the monster jobs. Posting the job specification on these websites will help the candidates to choose the right jobs online. Posting jobs will create more awareness about the jobs to the candidates. This will create a mass awareness about the job requirement amongst the candidates, thus helps the HRM to choose the right candidates amongst the crowd (Tzabbar et al., 2017).

   Digital platforms: Digital platforms include Facebook and Quora. Writing a company page for the requirement of the job, will help in mass distribution of the awareness of the job. Facebook is considered very popular amongst every age group. Thus, involving this kind of advertisement will actually help in better proliferation of the job awareness. Digital platforms will help in attracting better candidates for the job, thus advertising with these kinds of platforms will actually help in attracting more desirable candidates for the job.  Promotions can also be done with YouTube. This kind of promotion will give a pictorial representation of the job specification. Pictorial description helps the candidates to better understand the work profile and hence understanding the job specification better which will otherwise help the HRM to attract more quality candidates. Sometimes, video advertisement also helps in understanding the job description more appropriately and accurately. Thus, these kinds of strategies are considered to be very effective from the companies end as no charges are incurred in advertising the job positions.

   Social networking: The social networking sites such as LinkedIn are considered the best places where posting job specification can be reactive. LinkedIn is a place where the professionals open their professionals’ website for circulating their resumes. The social networking sites are considered very effective for job positing, thus this will help in better recruitment and selection process. Moreover, the job posting websites are considered free, thus it helps in free promotion of the job and hence attracting more candidates to the interview of the job (Loreto et al., 2016).

M5. Provide a rationale for the application of specific HRM practices in a work related context in XYZ Ltd.

1. Evaluate the various HRM practices within an organisation and link to that of XYZ LTD.

(Elaborate on P7).

Explain the reasons giving your own judgement/ opinion for the various HRM practices within an organisation and link to that of XYZ LTD.

Your judgement should be based on specific examples

As considered by Fay et al. (2015), the reason behind applying the strategies in the business processes of the XYZ Limited is to handle issues arises in the business. The current issue that has been analysed in the business of XYZ Limited is competition and skilled workforce. As per the case scenario, the HR team is hiring the employees of the age those are more than 50 years also based on their qualification. It can be understood that when company want to increase the share capital then it is related to the strength of the workforce. It is very important to know that why these factors are issues now because there are so many company running efficient educational institute. Thus, it creates a tough competition for the company XYZ Limited and other companies are drawing the customers toward itself. Therefore, it can be considered that this is the current issue that is faced by the company and compel its management to put extra effort to sustain its business. The application that consists of rewarding the employee or creating the flexibility in the business of XYZ Limited just implemented to overtake the market.

As per the population of the United Kingdom, the company has to hire the employee those are not that young because the availability of young and skilled people is less for the organisation.

   HR practice is handling the conflict which sometime arises between employee and employers. Thus, it creates the positive environment in the workplace and consequently, the performance of the employee become well. It results in quality product of the organisation that gives better service to the customer. The quality product always meets the requirement of the customer and in the long run it increases the market share.

D3. Critically evaluate employee relations and the application of HRM practices that inform and influence decision-making in an organisational context in XYZ Ltd.

1. Gather information used in P5, P6 and M4. Elaborate on them.
2. Spell out your judgement ensuring you link to XYZ Ltd.
3. Explain the criteria on which you based your judgement by citing specific instances of how the criteria apply in the case of XYZ LTD.