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There are different departments in an organisation such as operation, human resource, finance and sales department which performs different functions from each other in order to achieve desired goals and objectives. Among such departments, the roles and responsibilities of Human Resource department are discussed under this report. The manager of HR department plays a valuable role in fulfilling the requirements of Human Resource in an organisation. The present assignment is based on B&M which is a retail industry deals in providing wide range of grocery products to the people of United Kingdom. The project explaining the purpose and functions of HRM along with different approaches of recruitment and selection in addition with their strengths and weaknesses. The importance of employee relation and contribution of various HRM practices in achieving productivity and profitability of company are also discussed under this report. The government legislations related with employment has been also covered under this report (Armstrong and Taylor, 2014).
P1: Functions and purpose of Human Resource Management
Human resource management plays an important role as compared to other departments of an organisation in achieving desired goals and objectives through providing skilled and knowledgeable workforce to an organisation. Their roles start from the recruitment process and continues till the employees gives maximum contribution in achieving desired target of an organisation. It means HR management are wholly liable to develop the personality of employees and makes them more effective through adopting various HRM practices in order to give profitable outcome to company. HRM of B&M performs different functions which are as follows:
Recruitment and selection: The roles and responsibilities of HR starts with recruiting skilled and qualified candidates for an organisation with an expectation of gaining maximum support from them in achieving competitive advantage. Recruitment can be done through inviting qualified candidates to apply for the vacant job position offered by an organisation. After passing all recruitment process, selection is the final stage in which an appointment letter has been given to candidates (Flamholtz, 2012). In recruitment process, invitation are made to the eligible candidates to show their interest and apply for vacant job position. Recruitment process includes invitation, interviews, group discussion etc. Thus if candidates passed such stages then the next stage is selection in which the job offer letter is given to selected candidates through giving them job offer letter.
Orientation: It is a practice which is done with an aim of maintains good relation with new candidates and defined company’s vision, mission and objectives towards them with the purpose of motivating them to work hard and perform their roles and responsibilities in profitable manner.
Creating healthy work environment: Collecting feedbacks and asking suggestions will bring motivation and self-confidence among employees of B&M due to which the working environment will be healthier. Supporting employees at every step help manager in creating good atmosphere at workplace.
Managing employee relation: HR managers of B&M are held responsible to conduct some interactive programs with the purpose of establishing good relations with new employees so as to gain maximum support from them in near future.
Training and development: It is such a HRM practices which is essential for HR management to adopt on regular basis in order to enhance the potential and capabilities of employees of B&M so as to achieve maximum possible result (Huselid and Becker, 2011).
P2: Strengths and weaknesses of different approaches to recruitment and selection
Recruitment and selection are two important activities which are done after each other. At first, recruitment process can be done through inviting eligible candidates to apply for the vacant job position offered by an organisation and after passing all stages of recruitment process, the HR Manager make selections on the basis of their performance in recruitment process and their qualification. Both are further described as under:
Recruitment: It is the process of inviting skilled and qualified candidates through giving an advertisement on newspapers, pamphlets, company’s website etc. in order to attract large number of applicants. There are mainly two approaches of recruitment which are as follows along with their strengths and weaknesses:
Internal approach: It is the process of identifying more skilled and knowledgeable employees among existing ones and provides them opportunity to get higher position in company (Renwick, Redman and Maguire, 2013). It can be done in the form of promotion, extension of services etc. It has some strengths and weaknesses too which are a