UNIT 3 HUMAN

RESOURCE
MANAGEMENT

JAHANZAIB KHAN
UNIT 3 HUMAN RESOURCE MANAGEMENT
 UNIT 3 HUMAN RESOURCE MANAGEMENT

Table of Contents
(1.1) Explain the functions, role, scope and effectiveness of the HR department
particular to your business...............................................................................................3
(1.2) Explain how the HR department will staff your business with appropriate
workforce, devise sample workforce plan.........................................................................4
(1.3) Identify and explain the relevant recruitment and selection methods that you
intend to use. Give reasons as to why other recruitment and selection methods will not
be appropriate...................................................................................................................5
(2.1) Explain how the HRM practices will benefit you as an employer and your
workforce as employees also in terms of the contribution of HRM to the required
profits................................................................................................................................5
(2.2) Explain the different methods used in HRM practices and critically evaluate them
in context of your business................................................................................................6
(3.1) Analyze internal and external factors that affect human resource management
decision-making, including employment legislation.........................................................7
(3.2) Critically evaluate how employee relations, employment legislation and HRM
practices influence decision-making in your business.......................................................8
 UNIT 3 HUMAN RESOURCE MANAGEMENT

(1.1) Explain the functions, role, scope and effectiveness of the HR department particular to
your business.
The department or support networks in charge of faculty sourcing and contracting, candidate
tracking, skills advancement and tracking, benefits organization and consistence with related
government controls. Human assets is utilized to describe both the general population who
work for an organization or association and the division in charge of overseeing assets
identified with representatives.

Function (recruitment): The success of recruiters and employment experts usually is

measured by the range of positions they fill and the time it takes to fill those positions.
Recruiters who work in-residence, in place of businesses that offer recruiting and staffing
services -- play a key function in growing the employer's workforce. They put it up for job
process postings, source candidates, screen candidates, conduct preliminary interviews and
coordinate hiring efforts with managers accountable for making the final selection of
applicants.

Role: The human resource management team suggests to the management team on how to
strategically control people as business resources. This includes coping with recruiting and
hiring employees, coordinating worker benefits and suggesting employee education and
development strategies. In this way, HR professionals are consultants, not workers in an
isolated business function; they suggest managers on many issues related to employees and
the way they help the organization achieve its goals.

Scope: This precise issue of HRM deals with running situations and services at workplace.
This includes a big selection of responsibilities and services which include safety services,
health services, welfare budget, social safety and scientific services. It also covers
appointment of safety officials, making the environment well worth operating, eliminating
workplace hazards, support by means of top management, job protection, safeguarding
machinery, right ventilation and lights, sanitation, medical care, sickness benefits,
employment harm blessings, non-public harm benefits, maternity advantages, unemployment
benefits and family benefits.
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(1.2) Explain how the HR department will staff your business with appropriate workforce,
devise sample workforce plan.
HRM is worker management with an emphasis on those employees as assets of the business.
In this context, workers are known as human capital. As with different business assets, the
intention is to make powerful use of employees, decreasing chance and maximizing return on
investment.
Training and Development: Assisting new employees expand abilities needed for their jobs
and helping contemporary personnel develop their capabilities also are duties for which the
HRM branch is accountable. Determination of training needs and improvement and
implementation of education programs are important tasks in any organization. Succession
making plans consists of handling the departure of managers and making present day
employees ready to take on managerial roles when a manager does leave.

Employee Acquisition: An organization’s human resource department is responsible for

many elements of hiring and developing employees. in line with the Society for Human
assets control, employee acquisition and retention techniques are crucial to the fulfillment of
an agency. Human resource managers implement those strategies to lessen turnover, improve
worker capabilities and increase overall organization production.

Compliance Management: Human sources managers deal with the labor relations and
dispute resolution operations of a organization. Their position is to make sure that the
organization is familiar with authority’s regulations in regard to salary, labor and equal
possibility requirements. Strict compliance management can assist a company avoid lawsuits
and liabilities when disputes stand up between employers and their employees.
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(1.3) Identify and explain the relevant recruitment and selection methods that you intend to
use. Give reasons as to why other recruitment and selection methods will not be
appropriate.
Recruitment is the process of locating and hiring the first-class-certified candidate from
within or outside of a company for a job opening in a well timed and cost-effective way. The
recruitment process includes analyzing the necessities of a job, attracting workers to that task,
screening and selecting candidates, hiring, and integrating a new employee into an
organization.

Job Advertisement: One of the most common recruitment methods for companies is job
classified ads positioned in local and national print and on-line courses. The key is to
advertise it in places which can be more likely to attract the kinds of candidates sought with
the aid of the organization. For example, technical groups have a tendency to promote it in
particular alternate guides and websites with high visitor’s quotes. Commercials and
promotions generally consist of crucial information such as the place, process title,
description, compensation package and instructions on how to apply for jobs.

Internal Bulletins and Personal Recommendations: Organizations once in a while use

inner bulletins to alert group of workers to positions available. Their motives are normally
twofold: to pose an incentive for the ones seeking advancement to apply, and to seek referrals
from personnel. This may be a very powerful way to isolate some of the fine task candidates.
Both existing group of workers and people they refer already have a courting with a person
connected to the organization. This could effortlessly keep organization's money and time in
their recruitment efforts. Recognizing this, a few companies even offer bonuses for referrals
who end up employees of that specific organization.

Reasons as to why other recruitment and selection methods will not be appropriate are stated
below:
 Bias is continuing to plague groups within the recruitment technique, in reality
because there are numerous forms of bias that a recruiter can fall victim to; Business
Insider has described some of the most cognitive obstacles that may have an effect on
our behavior and prevent us from making the quality selection, lots of which can be
carried out to the recruitment industries.
 So normally we have seen groups set up devoted Twitter, Instagram or fb pages for
recruitment, simplest for them to publish not anything however process ads. There is
not anything social about this as it doesn’t encourage interplay in any respect. Social
is all about fostering meaning two-way communication in place of trying to push out
job ads to the masses.

(2.1) Explain how the HRM practices will benefit you as an employer and your workforce
as employees also in terms of the contribution of HRM to the required profits.
One of the main goals of Human resource management (HRM) is to increase the overall
performance of companies. However, few studies have explicitly addressed the
multidimensional individual of performance and connected HR practices to numerous final
results dimensions. This observe therefore provides to the literature through concerning HR
practices to a few outcome dimensions: Financial, organizational and employee (HR) results.
 UNIT 3 HUMAN RESOURCE MANAGEMENT

Developing Employee: HRM practices satisfy employee and inspire them to make a
contribution to a company's intellectual property. Worker's knowledge and talents can
increase a Company's competitive advantage. Powerful companies capitalize in this
advantageous effect of HRM with the aid of supporting employee improvement. Those
Companies offer assets for employee education and training and possibilities to apply and
share information.

Motivating Workers: Managers must maximize worker performance. That is the reason
businesses tend to procure or promote managers who manage specialists adequately.
Effective managers implement HRM practices and enable individuals to expand feelings of
being skilled in their position and positively affecting the Organization. Representatives
working under positive managers tend to feel more motivated.

The goals of an employer and those of an employee are specific and vital for the existence of
that relationship. The employers aim to enhance their productiveness be it organizational or
commercial. By hiring the services of the worker and assigning them to a position which suits
the employee’s qualifications, the organization goals to maximize the productiveness of that
specific region or to put off errors which lag the overall productiveness of the agency.
The employee, on the other hand, seeks the job and renders the services required through the
company in alternate for the compensation in shape of salaries and periodical wages. This
gives the worker the potential to help themselves financially and to enjoy employment
advantages as may be supplied by means of the employer.

(2.2) Explain the different methods used in HRM practices and critically evaluate them in
context of your business.
A business enterprise can not build a great crew of working professionals without right
Human resources. The key functions of the Human sources control (HRM) team encompass
recruiting people, educating them, overall performance appraisals, motivating employees as
well as workplace communication, place of job safety, and plenty more.

Preliminary Interview: The reason of preliminary interviews is largely to remove

unqualified programs primarily based mostly on the information provided on the programs.
The number one goal is to reject misfits. However, preliminary interview is regularly called a
courtesy interview and is a great public relation practice.
 UNIT 3 HUMAN RESOURCE MANAGEMENT

Employment Interview: The next step in selection is employment interview. Here interview
is a normal and contains deep conversation between applicant’s acceptance. It is considered
to be a decent selection tool. Interviews can be One-to-One, Panel Interview, or Sequential
Interviews. Besides there may be established and Unstructured interviews, Behavioral
Interviews, stress Interviews. etc.

Selection Decision: After acquiring all the data, the most crucial step is the selection decision
to be made. The final selection must be comprised of applicants who've passed preliminary
interviews, assessments, final interviews and reference checks. The perspectives of line
managers are considered generally due to the fact that the manager are responsible for the
performance of the new worker.

(3.1) Analyze internal and external factors that affect human resource management decision-
making, including employment legislation.
The maximum cautiously laid human resource plans can be affected by internal and external
trade anytime, so forecasting and versatility are essential for powerful planning and adapting
as required. In order to do this, HR managers must be aware about what’s taking place inside
the corporation, the enterprise and the broader market in terms of the elements that influence
exchange.

Technological: New era brings new capabilities requirements, so agencies usually want to be
aware of proficiencies and training needs when planning human resources. New products and
services might also require recruiting fairly professional personnel or training current
employees to fulfill the need. Make sure HR managers are conscious of new equipment or
understanding be needed in order to construct the required abilities, and maximum possibly
salary upgrades, into the plan.

Economic: How much is available for salaries, schooling and system is the most immediate
concern in human resource planning. However, external economics play a similarly important
function. For instance, people don’t have as much money to spend in an economic downturn
and tend to be a whole lot extra selective in what they purchase or services they use. This
indicates a few industries, together with the ones generating luxury gadgets or non-essential
services, sell much less and may even have to lay off a few staff. This, in turn, makes the
 UNIT 3 HUMAN RESOURCE MANAGEMENT

local economic system even extra difficult. Constructing economic elements into the human
resource plan helps to expect how many employees you'll need and you could afford to pay.

Legal: Employment law is the vast area of the legal system that influences human resource
planning, and it changes all of the time. In most cases, there may be plenty of time to
implement changes to policy, as the regulation can take awhile to take effect. Maintain
yourself up to date, and have an employment law expert to consult if important. Employment
regulation changes should be contemplated in organization policy and implemented on the
grounds by means of supervisors and executives, so that you might also want to incorporate
every other training need into the human resources plan.

Workforce Demographics: As an older generation retires and a new era enters the team of
workers the human resources department need to search for ways to attract this new set of
candidates. They should HIRE in a distinct way and provide exceptional types of repayment
applications that work for this youthful generation. At the same time, they have to provide a
piece environment contusive to how this generation works.

(3.2) Critically evaluate how employee relations, employment legislation and HRM
practices influence decision-making in your business.
An employee is a person who is hired by an employer to do a particular process. The worker
is employed by means of the employer after an application and interview method effects in
his or her choice as a worker. This feature occurs after the applicant is observed by means of
the company to be the maximum qualified applicant to do the job.

An employer is an institute, organization, authority’s entity, agency, professional service

company, small commercial enterprise, or an individual who employs or places to work,
someone who's known as an employee. In exchange for the employee’s work or services, the
employer will pay compensation which can consist of a revenue, an hourly wage, and
benefits.

The goals of an employer and those of an employee are specific and vital for the existence of
that relationship. The employers aim to enhance their productiveness be it organizational or
commercial. By hiring the services of the worker and assigning them to a position which suits
the employee’s qualifications, the organization goals to maximize the productiveness of that
specific region or to put off errors which lag the overall productiveness of the agency.
The employee, on the other hand, seeks the job and renders the services required through the
company in alternate for the compensation in shape of salaries and periodical wages. This
gives the worker the potential to help themselves financially and to enjoy employment
advantages as may be supplied by means of the employer.
 UNIT 3 HUMAN RESOURCE MANAGEMENT

Pakistan’s Labor policy is stated as below:

Social and economic well-being of the human beings is one of the principal
goals of the present people's authorities. Labor policy, like policies in
other fields, have to also aim in accomplishing the goals in a manner quality appropriate to
the resources of the nation and the present state of the economic system. There may be an
urgent need to revitalize the financial system, required sustained efforts, to increase the
stage of productivity, advertisement of investment and maximization of employment.
There is an equally true requirement to create amongst workers and employers, a higher
awareness of their obligations to the country wide goals stated above. At the same time, the
government acknowledges that workers and employers should revel in reasonable advantages
as can be sustained by using the financial system without suffering set-backs. Retaining these
priorities in view, the government considers that a balanced labor coverage ought to be
primarily based on the subsequent objectives. :-

 Employees’ right to form unions and unions should be protected and an institutional
framework be made available to foster close cooperation among people and
employers at established level.

 Equitable adjustment of rights among employees and employers need to be ensured in

an environment of harmony, jointly useful to the employees and the control.

 Consultations between workers and employers on subjects of hobby to the

establishment and welfare of employees must be made more effective.

 Promotion to higher jobs be ensured at all levels based on suitability and merit and for
this purpose arrangements should be made for in-service training facilities.
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Conclusion:
I have prepared the essay by identifying the various area of business operation that human
resource management has to go through. Apart from that, this has helped me in understanding
the concept of HRM and their function in the organisation. By integrating models, i have
produced the documents in an informative way to provide a better understanding.
 UNIT 3 HUMAN RESOURCE MANAGEMENT

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