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Unit 14 Human Resource Management St. Patrick's College London Level 4

14 Pages 3488 Words 629 Downloads

Introduction

In this study a detailed research is to be conducted on the HR management activities of a company during the operation in a financial year. In this context is to be added that the detailed aspects of the human resources management are to be performed. Further the assignment will focus on the evaluation of the effectiveness of the different key elements of the human resource management within the chosen organisation in terms of the different practices which are crucial for productivity as well as profit of the company. The analysis of the employees as part of the human resource management and its contribution is also presented within this assignment. Finally, application of the human resource management practises that are evident within the House of Fraser will be provided within this assignment for the understanding of the real time execution of the human resource management practices.

Task 1 (LO1, LO2)

P1 Explaining the purpose and the functions of human resource management applied

The human resource management of any association plays an important role for the association in staffing the best potential workers for the businesses. The human resource management actually holds the role of the part of crossing over between the association that is looking for gainful and talented workers and it additionally cares for the advantages, compensations of the representatives too. The initial aim of the human resource management of any association is to give best ability and consequently give great working conditions, outline authoritative arrangements that are not one-sided towards the association as on account of House of Fraser too. Through the satisfaction of these essential purposes the human resource management is obvious to profit both the business and the representative too. The business is profited in term of abnormal state of efficiency and the representatives are profited by great working conditions, examinations, building up safe and secured work environment, vocation improvement of the representatives and so forth (Van et al. 2015).

The major function of the Human resource management that is evident in the human resource management of House of Fraser as well includes the following:

Recruitment and Selection:

The human resource management plays the most critical part in bringing skills and talents according to the prerequisites of the association. The human resource management alongside its group or regularly the HR supervisor just is found to investigate the assignment and occupation parts as obligations according to which the criteria for the opening is satisfied frame distinctive kinds of enlistment. These incorporate the tasks like that of screening of the applicants, determination of the competitors, situation of the workers, enlistment and so forth. The required financial resource for doing the enlistment forms shifts according to the sort which is impacts the financial plan. In this manner, it is the proficiency of the human resource management that how it can pull in and enrol representatives inside the given money related asset inside the booked time.

Figure 1: Functions of HR

(Source: Whysall, 2018)

Administration and Training:

The evaluation of the performance of the employees is yet another function of the human resource management that is done by House of Fraser as well. The human resource management of this organisation like other organisations performs the task of evaluating the skills and capabilities of the existing employees to evaluate the potentialities of improvement or increase in productivity. Thus, the human resource management frames training sessions within the organisation in intervals for the productivity of existing employees. Often employees are sent outside the organisation for specialised training (Whysall, 2018).

Structuring the business premises:

The administration of the efficiency of the representatives and the benefit of the association is subject to the execution of the functional activities that should be organized inside the organization. Therefore, according to the type and size of the organization, the approaches are surrounded and the working workplace force that is scattered in various division is interconnected. For example, in the divisional and practical authoritative structure of House of Fraser means the administration of the workers and viable cooperation in the distinctive branches of the organization like that of offers, advertising, generation, stock and others. Along these lines, the support and the checking of the workers are performed by the association.

P2 Strengths and weaknesses of the different approaches to recruitment and selection

The strengths and the weakness of the different types of recruitment include the following:

External recruitment: This process is used when the organisation looks for talents outside the organisation suitable for the job role.

Advantages: The advantages of this recruitment include:

  • New talents along with qualified skills for the organisation
  • Availability of gifted, experienced and widely skilled
  • Several options to choose from and hire the best potential employee

Disadvantages:

  • This is quite expensive process as it contains various advertisements in print media and online media like job portals
  • The procedure is longer than other recruitment processes
  • The selection may not prove to be effective as expected

Internal Recruitment: This process refers to the recruitment of the candidate to fill the vacancy from the existing human resource of the organisation (Wilhelm et al. 2016).

Advantages:

  • This process is cost efficient and quicker compared to the external recruitment
  • The talent and capability of the employee is already known
  • The Strengths, weaknesses and the business process of the organisation is already known to the employee
  • Promotional opportunities are motivating for he employees increasing the productivity

Disadvantages:

  • The numbers of applicants are limited
  • No opportunities of fresh talent that would provide the openings to enter the workforce of the company
  • Resentment among the colleagues against the chosen employee may take place as decisions may be taken based on any kind of bias.
  • Creation of another vacancy takes place (Anselmsson et al. 2016)

Figure 2: Approaches to recruitment

(Source: Anselmsson et al. 2016)

Recruitment of third parties:

Advantages:

  • Fair staffing based only on talent is possible
  • long term target in building relationship
  • Best utilisation of the talent of the candidates

Disadvantages:

  • Higher amount of fees for the services offered by the recruitment agency is required to be provided incurring costs on the organisation
  • Lack of control over of the hiring process is seen as the HR manager has no direct control over the agencies.
  • Assessment of the individual employee by the human resource management of the company is not possible.

P3 Explaining the benefits of different human resource management practices within an organization for both the employer and employee

As it is mentioned earlier the human resource management associates the business and the representative by improving the worker relationship through common advantages. This is mainly performed by the association through the distinctive practices that are conveyed by the HR director which never again disturbs the general supervisor of the organization. The communication gap that used to be the initial issue between the business and the worker is mitigated through the Human resource management. The advantages and the necessities of the representatives are well to the human resource management of the organization which is imparted to the business through methodical composed correspondence (Schuler and Jackson, 2014). This makes the representative fulfilled and the worker connection with the business is improved too.

There are often conflicts and misunderstandings among the workers and the employers that influence the creation or the execution or the execution of the operational exercises of the organization. This is limited and frequently alleviated by the human resource management through viable answer for the reason for the contention among the couple. Thus the situations inside the working environment are taken care of by the human resource management which influences the worker and in addition the business to avoid the clashing circumstances which is obvious to make to be loss of them two. In this manner, it is obvious, that the other way around commitment and advantage relationship exists among the couple that is tempered by the Human resource management of the association.

P4 Evaluation of the effectiveness of different human resource management practices for raising organizational profit and productivity

The different practises include the following:

  • Management of working environment:

The wellbeing and the security of the employees as ordered by the legislation of any nation are observed by the human resource management of any association. Additionally, the human resource management outlines authoritative approaches lined up with the business demonstration and other enactment keeping in mind the end goal to go guarantee the advantages of the worker as far as security, wages, remunerations and different advantages. Rules, models and methods are surrounded that is essential for the working environment condition. Through this the faith of the workers towards the association is set up and the representatives are persuaded to perform with high profitability. This is the way the businesses are profited that is vital for accomplishing the hierarchical goals and increase upper hand over the contenders inside the market. Through this training, House of Fraser has been profited inferable from great compensation bundle and different offices that have given the organization focused edge (Kim et al. 2015).

  • Training and development procedures

The training and development of the employees is looked at by the human resource management. This is yet another practise that makes the employees perform as per the requirements in relation to planned strategies for performing better within the market. The training not only makes the employees more developed on the personal level but it is witnessed as professional development that is revealed through their enhanced performance. The more the employees are productive the more will be performance of the organisation will be enhanced. Moreover, the loyalty of the employees is achieved towards the employees who help in building long-term relationship. This is again very crucial for the company in aiming at expansion or long term growth plans for the organisation (Caven and Nachmias, 2017).

  • Acknowledgement of performances:

Accurate acknowledgement of performances within the organisation is yet another human resource management rehearse which is honed by House of Fraser too. Through this framework, the execution of the representatives assessed over some undefined time frame and the workers are remunerated as far as extra, rewards or some other. This is the manner by which the representatives are profited. In in this context it can be stated that that a healthy competition among the employees persists enhancing the productivity level of the company. A brainstorming of new ideas and creation of the employees is evident among the employees owing to the extra benefits they expect to get from their employer. Competitive advantage is very important to establish the brand image within market for the growth as well as sustainability of the company (Anselmsson et al. 2016).

  • Information resource management:

The human resource management is responsible for keeping track record of the employees in order to ensure the safety and the security of the customers when they are the using the particular services or products. This is information management. This particular practise makes the internal environment of the company more intact and positive which is crucial for high level of productivity thereby achieving the profit. This includes the record keeping of absence of the employees, compensation benefits and others (Bondarouk, 2014).

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Task 2 (LO3, LO4)

P5 Analysing the importance of employee relations in respect to influencing human resource management decision-making

Human resource of any organisation is one of the most essential resources that is crucial for any organisation in order to run the business, carry out the functional operations in order to achieve the organisational objectives of the any particular company. Therefore, the human resource management is also very important that has to be done in order to utilise the skills and talents of the human resource in the most productive way. In order to understand the purpose and the significance of human resource management within any organisation, the organisation House of Fraser is chosen based on which the purpose and the scope of the human resource management will be identified. In this context it is to be added that the importance of the human resource management and quality employee’s relations and understandings in the organisational activities can be denoted with following illustrations (Hadjisolomou et al. 2016).

  • Efficient conduction of operations

If the human resource management and the employee relations of the organisation are suitably cooperative then the organisation would be benefitted with several ways. In this context it to added that the organisation would be able to achieve higher amount of marketing activities and business operations if the factors are soundly working and contributing towards the over all aspects of the company.

  • Suitable working environments

The cooperation of the factors is essential for the suitable conduction of the organisational activities within appropriate working environment. The human resource management and employees establishes several working condition in which they are accurately involved and has evenly distributed the work loads and understandings prospects. Thus the applications of these are essential for building appropriate working environments (Cook et al. 2016).

P6 Identifying the key elements of employment legislation and its impact on human resource management decision making

Legislation of employment is denoted as follows:

  • Employment terms

The employment legislations should be established with the accurate involvements of the details regarding the terms and conditions in which the employee would be working in the organisation. The terms and conditions of the contract should highlight the facts regarding the payments of the salaries, amount of payments based on the workings, other contracts or freelance base job, total target in a specific period of time. These aspects and factors denote the important sections that a employees should know in order agree with the contracts.

  • Responsibilities of employee

The contact must highlight the employee responsibilities and tasks requirements that needs to be accomplished by the employee in the given period of time. This is also important as the employee would be liable to carry other important responsibilities for the well beings of the company (Den and Boon, 2017).

  • Employee benefits

The aspects and factors regarding the employee benefits are also to be recorded and provided duri9ng the time of contract with the employees. In this context it should be mentioned that he employee benefits are the factors which provides the moral boost and stability of the work pace during the year. Thus it is important for the organisation’s point of view to provide essential employee benefits and facilities that will comfort the employees during the accomplishment of the organisational tasks.

  • Employee securities

The wellbeing and the security of the employees as ordered by the legislation of any nation are observed by the human resource management of any association. Additionally, the human resource management outlines authoritative approaches lined up with the business demonstration and other enactment keeping in mind the end goal to go guarantee the advantages of the worker as far as security, wages, remunerations and different advantages (Schenk, 2017).

P7 Illustrating the applications of HRM practices in the work-related context

Strategies to reduce cost and maximize selling of the commodities and items of different stores of the retail organisation send UK have become quite fundamental. These strategies can be regarded as best practices that the retailers on developing in operations and HR departments within a much more buoyant Nation. Some of the common HR practices that are practiced in the retail organisations are:

Recruitment policies: Permanent staff must be recruited instead of temporary as well as using the experience of people in a better way and their homegrown skills shall be applied.

Flexible working: Introduction of flexible arrangements of working and the part paid sabbaticals instead of implementing the redundancy programs basically allow the retailers for managing costs and preserving talent that they need (Latorre et al. 2016).

Succession planning: A better planning of succession is required to develop that can become the priority of the retailers for ensuring teams are already fit for the purposes and specifically in future. More concentration must be on the internal instead of external replacement as well as the desired for creating and maintaining full of talent shall persist.

Figure 3: HR related practices

(Source: Evans, 2015)

Career and training development: Up skilling workforce by training and selecting the employees who ever is having greatest potential for contributing to sales and development of training initiatives must be there.

 Remuneration: Development of more competitive packages of reward and evaluating benefits of the commission based remuneration can be introduced for encouraging loyalty of employees (Evans, 2015).

Managing the shop floor employees: Managing the costs of employment through the practice management of the working hours for which the staff members are in stores and refining the shop floor for staff members is highly required.

Operations: Developing the alternative channels along with less labour costs like online cells and substituting the operation and technology for the labour such as shelf ready packaging for minimising time to be spent over tasks must be present (Cook et al. 2016).

In the context of house of Fraser of UK, different work related HR practices include development and learning programs provided to employees with much control and flexibility over their learning patterns. Also induction system is quite unique in the organisation so that the employees feel comfortable (House of Fraser - Careers, 2018). Along with that there is a wide range of learning tools from which the employees can easily learn about their own roles and responsibilities.

Again, technical training is provided to the Employees so that they become much comfortable for using computer systems and different software programs which will develop their technical skills (House of Fraser - Careers, 2018). Personal development programs are also conducted by the organisation house of Fraser in order to make the employees understand and realise their own weaknesses and strengths. Some of the employee benefits provided by house of Fraser our holiday tours, voluntary and discount benefits such as free mobile connections savings over shopping and other forms of entertainment as well as childcare vouchers (House of Fraser - Careers, 2018).

Conclusion

The study talks entirely about the human resource management and different functions associated with it. It considers house of Fraser as the organisation for the entire task to be accomplished and with respect to that different legislation and practices, employee rewards, Benefits and other human resource practices have been illustrated.

References

  • Anselmsson, J., Bondesson, N. and Melin, F., 2016. Customer-based brand equity and human resource management image: Do retail customers really care about HRM and the employer brand?. European Journal of Marketing, 50(7/8), pp.1185-1208.
  • Bondarouk, T.V., 2014. Orchestrating the e-HUMAN RESOURCE MANAGEMENT  symphony. Universiteit Twente.
  • Caven, V. and Nachmias, S. eds., 2017. Hidden inequalities in the workplace: a guide to the current challenges, issues and business solutions. Springer.
  • Cook, H., MacKenzie, R. and Forde, C., 2016. HRM and performance: the vulnerability of soft HRM practices during recession and retrenchment. Human Resource Management Journal, 26(4), pp.557-571.
  • Den Hartog, D.N. and Boon, C., 2017. The Netherlands: HRM and Culture at RetailCo 1. In The Global Human Resource Management Casebook (pp. 42-51). Routledge.
  • Evans, S., 2015. Juggling on the line: Front line managers and their management of human resources in the retail industry. Employee Relations, 37(4), pp.459-474.
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