Dilini Jeewani Cooray - HRM 02 HND in Business Management

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Miss. Vishaka Pathiraja Miss. Harshani Jayakody

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Unit 03: Human Resource Management
Unit(s)
The Job Application
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P.L. Dilini Jeewani Cooray
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StudentName/ID P.L. Dilini Jeewani Cooray 012711
UnitTitle
Unite 03: Human Resource Management
AssignmentNumber Assignment 02 Assessor Miss. Vishaka Pathiraja

12/09/2019 DateReceived1stsub
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mission
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n
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LO4 Apply Human Resource Management practices in a work-related context.
Pass Descripts P7
Merit Descripts M5
Distinction Descripts D3
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Assignment Feedback
Formative Feedback: Assessor to Student
Dear Student,
Please answer to all questions. This should be written as a study review report in business style. Use
trusted sources and need citations and references accordingly. All out comes need to be achieved.
Action Plan
15th July – July 30th , Preparation of all the documents
1st August- 20th August, Completion of LO4
23rd August- 30th August Final formatting
12th September submission
Summative feedback
Feedback: Student to Assessor

I have achieved and completed all the criteria’s according to the grading criteria.
Assessor signature Date

dilini.jeewani456@gmail.co 12/09/2019
Student signature m Date
Pearson
Higher Nationals in
Business
Unit03: Human Resource Management
Assignment 02
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Student’s Signature:dilini.jeewani456@gmail.com Date: 12/09/2019

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Assignment Brief
Student Name /ID Number P.L. Dilini Jeewani Cooray NEG-A-012711
Unit Number and Title Unit 03–Human Resource Management
Academic Year
Unit Tutor Miss. Vishaka Pathiraja
Assignment Title The Job Application
Issue Date
Submission Date 12/09/2019
IV Name & Date
Submission Format:
The submission is in the form of a completed individual portfolio folder, including specific
documentation: job specification, CV, interview selection criteria, interview notes and preparation, and an
evaluation of the process.
The evaluation of HR practices and the process of recruitment and selection is a written piece of work
with a recommended word limit of 500–1,000 words, although you will not be penalised for exceeding the
total word limit.
Unit Learning Outcomes:

LO4 Apply Human Resource Management practices in a work-related context.
Address pass, merit and distinction criteria P7, M5 and D3
Assignment Brief and Guidance:
While working as an intern in the Human Resources (HR) department of an organisation of your choice,
you have been asked to take part in testing the new recruitment and selection process.
You will work in a small team (3–4 members) to design a job specification for a particular job role and
then you will take part in an interview simulation for a job role advertised by another team.
The aim of your team is to test the recruitment and selection process and each complete an individual
document portfolio to submit.
The document portfolio should include:
1. The design of a job specification for one of a number of given positions in the organisation.
2. Designing and placing job advertisements.
3. Documentation of preparatory notes for interviews, interview notes based on selection criteria and
a justified decision of the candidate selected.
4. A job offer to the selected candidate.
5. An evaluation of the process and the rationale for conducting appropriate HR practices.
Task 04(Covers LO 04 and AC 4.1)

4.1.Select an organisation of your choice and illustrate how HRM practices can be applied in their
work setting using specific examples. (P7)
4.2 Provide a rationale for the application of specificHRM practices in a work related for the
selected organisation(M5)
Grading Rubric
Grading Criteria Achieved Feedback
P7 Illustrate the application of HRM practices in a work-

related context, using specific examples.
M5Provide a rationale for the application of specific

HRM practices in a work related
D3 Critically evaluate employee relations and the

application of HRM practices that inform and influence
decision-making in an organisational context
Acknowledgement
I would like to thank the Esoft Metro Campus for giving me this great opportunity to
do my higher studies. The complement of this study could not have been possible
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Dilini Jeewani Cooray NEG/A-012711 (HRM Assignment No.2)
without the proficiency of Miss. Vishaka Pathiraja our beloved lecture. And also I
would like to thank Miss. Gayathri Balasuriya for giving me a great support to
complete this assignment successfully.
Secondly I would also like to thank my parents and mu badge mates and others who
helped me to complete this assignment.
P.L. Dilini Jeewani Cooray

NEG-A-012711 (HND in Business Management)
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Table of Content
Acknowledgement........................................................................................................11
Table of Content...........................................................................................................12
List of Figures..............................................................................................................14
EXECUTIVE SUMMURRY.......................................................................................15
Portfolio Folder............................................................................................................16
1.Job Specification of Marketing Assistant of Munchee Company.........................16
2. Designing and placing job advertisements...........................................................17
3. Documentation of preparatory notes for interviews, interview notes based on

selection criteria and a justified decision of the candidate selected.........................18
3.1. Few opening interview questions..................................................................18
3.2. Knowledge- and skills-based questions........................................................18
3.3. Previous working experience based questions..............................................19
3.4. About soft skills (Socio emotional skills).....................................................19
3.5. Interview selection criteria............................................................................19
4. A job offer to the selected candidate....................................................................21
5. An evaluation of the process and the rationale for conducting appropriate HR

practices....................................................................................................................23
5.1. Identify the need to recruit a new employee and asses the job recruitments -
1st Step.................................................................................................................24
5.2. Conduct a Job Analysis - 2nd Step.................................................................25
5.3. Decide a new interview board and plan a timeline for recruitment process -
3rd Step..................................................................................................................26
5.4. Make and advertised the job advertisement– 4th Step...................................27
5.5. Shortlist the applicants by mapping the CV of the applicants – 5th Step.......27
5.6. Conduct an interview and select the right person for the position – 6th Step 27
5.7. Attestation the job agreement and recruit the new employee - 7th Step.......27
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Learning Outcome 04...................................................................................................29
4.1. Select an organization of your choice and illustrate how HRM practices can be
applied in their work setting using specific examples. (P7).....................................29
4.1.1. Introduction to Munchee Company............................................................29
4.1.2. HRM Practices of Munchee Company.......................................................31
4.2 Provide a rationale for the application of specific HRM practices in a work
related for the selected organization (M5)...............................................................31
4.2.2 Job Analysis................................................................................................32
4.2.3 Human resource planning............................................................................33
4.2.4 Training and Development..........................................................................33
4.3. Critically evaluate employee relations and the application of HRM practices
that inform and influence decision-making in an organizational context (D3).......34
4.3.1. Explain what is meant by employee relations............................................34
4.3.2. Explain what is meant by HRM decision making......................................34
4.3.3. Impact of employee relations on HRM practices that inform and influence
decision making...................................................................................................34
Reference......................................................................................................................37
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List of Figures
Figure 1: Process for conducting HR practices............................................................23
Figure 2: Job Analysis..................................................................................................25
Figure 3: The logo of Munchee Company...................................................................29
Figure 12: The recruitment and selection process of Unilever Company....................31
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EXECUTIVE SUMMURRY
Current days in rapidly changing business environment, organizations have to answer

rapidly to requirements for people. Hence, it is significant to have a well-defined
recruitment policy in place, which can be done effectively to get the best fits for the
vacant positions. Selecting the incorrect candidate or rejecting the right candidate
could turn out to be costly mistakes for the organization. Selection is one area where
the interference of external factors is negligible. Hence HR department can use its
will in inclosing its selection policy and using various selection tools for the best
results. The basic functions of Human Resource Management: Planning and
forecasting human resource requirements, recruitment and selection, appraisal,
evaluation and employee motivation. This case lets discuss the importance of having
an effective requirement and selection policy.
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Portfolio Folder
1. Job Specification of Marketing Assistant of Munchee Company
Job Title: Marketing Assistant
Dept/ Office: Marketing
Education Qualification:
 Passed GCE O/L or A/L or partly qualified in CIM or SLIM with computer literary.
 Good communication skills in both English and Sinhala are prerequisites.
 Excellent listing, coordinating and analytical skills.
 Age below 25 years.
 Exposure to Corporate or institutional sales will be added advantage.
Experience:
 Minimum 2 years working experience in Advertising/ Marketing/ Branding.
Work based skills competencies:

 Knowledge of competitor’s products
 Possesses knowledge of the warehousing operations
 Stock Management
 More proficient in Computers: MS Office, Internet
 Knowledge of current trends in the market with respects to latest taste
Physical Attributes:
 Should have good physique with minimum height 165 cm and weight 65kgs
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2. Designing and placing job advertisements.
CEYLON BISCUITS LIMITED (CBL)

Ceylon Biscuits Limited (CBL) is one of the fastest growing and
largest conglomerates in Sri Lanka that manufactures and markets many leading brands in
biscuits, confectionery, cereal, soya based products, organic fruit products and many other
categories globally. Recognized as a technology and innovation led producer, CBL caters to a
large overseas market and has a global presence across all continents.
Job Description
We are looking for a calibrated and experienced Marketing assistant for our company. The
nature of job is of full time permanent. The job is target based with performance-based
incentives. . You will be in charge of the marketing team working on the various projects.
The initial project is to bring various businesses on a platform established by our company
through a marketing team. Marketing assistants support the work of marketing managers and
executives on projects directed at maximizing company profits and developing sales
strategies or marketing campaigns.
Responsibilities
 Helping to organize market research
 Assisting with promotional activities.
 Compiling and distributing financial and statistical information such as budget
spreadsheets.
 Writing reports, company brochures and similar documents.
 Visiting customers/external agencies.
 Organizing and hosting presentations and customer visits.
Requirements
 Passed GCE O/L or A/L or partly qualified in CIM or SLIM with computer literary.
 Good communication skills in both English and Sinhala are prerequisites.
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 Excellent listing, coordinating and analytical skills.
 Age below 25 years.
 2 years working experience in Advertising/ Marketing/ Branding.
 Exposure to Corporate or institutional sales will be added advantage.
Package
 Minimum monthly salary is Rs.45,000
 Performance – based incentives.
 Paid sick days.
 Life insurance & Medical facilities.
 Meals are provided.
Email your CV to www.muncheelk.com till March 20, 2019

Only shortlisted candidates will be contracted.
3. Documentation of preparatory notes for interviews, interview notes

based on selection criteria and a justified decision of the candidate selected.
3.1. Few opening interview questions
 Introduce yourself?
 What are your strengths and weaknesses?
 Why should we hire you?
 What is your opinion about the competition between career women and men?
 How do you view yourself in five years time?
 If we selected you what would be the most possible day for you?
 What is your salary expectation?
3.2. Knowledge- and skills-based questions

 Why are you interested in marketing?
 What you think about the role of the Marketing assistant in an organization?
 Tell me about a complex project you were tasked with completing under deadline
 What do you know about our company?
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3.3. Previous working experience based questions
 What responsibilities did you have in your last job?
 Are there career skills you’ve developed on the job that might be useful in this one?
3.4. About soft skills (Socio emotional skills)

 What sort of working environment do you prefer and why?
 What is the most difficult situation you faced in your life and how did you overcome?
3.5. Interview selection criteria
Selection Criteria for the Marketing Assistant position of Munchee

Company
Job Applicant’s Name:
Date:
Achievements
Selection Criteria Excellent Good Fair Needs Poor
Improvem
ent
1 Body language and
personality
(Firm handshake, eye contact)
2 Applicable Education
3 Physical Appearance
4 Presented the relevant documents
5 Applicable Work Experience
6 Skills relevant to the field
7 Total Marks
8 Salary expectation of the Rs.
applicant
9 Proposed Salary Rs.
10 Agreed Salary Rs.
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Result:
Questions
Name of the interviewer Signature Marks
NoFirst Interviewer:
1 Second
Introduce your self
Interviewer:
2 What are your strengths and weaknesses?
3 Why are you interested in marketing?
4 Why should we hire you?
5 What is your opinion about the competition between career women and men ?
6 What do you know about our company?
7 How do you view yourself in 5 years time?
8 What is the most different situation you faced in your life and how did you
overcome?
9 If we selected you what would be the most possible day for you?
10 What is your salary expectation?
11 Answer to the practical question?
[Page kept blank intentionally]
4. A job offer to the selected candidate
Employment Agreement of Munchee Company
This Agreement entered into this ……… day of ………, 20…., between Munchee Company
and …………………………………………………….. (The name of the employee)
Witness that:
Whereas, the parties hereto desire to enter into this Agreement to define and set forth the
terms and conditions of the employment of the Employee by the Company
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Now, therefore, in consideration of the mutual covenants and agreements set forth below, it is
hereby covenanted and agreed by the Company and the Employee as follows.
1. Position; Employment Period

The company hereby employs the Employee as its Marketing Assistant and the Employee
hereby agrees to serve in such capacity, for the period beginning …………, 20....... , and
ending on the date on which the Employee’s employment is terminated in accordance with
paragraph 8 below (the Employment Period).
2. Performance of Duties
The Employee agrees that during the Employment Period he shall devote his full business
time to the business affairs of the Company and shall perform his duties faithfully and
efficiently subject to the direction of the president of the Company; provided that the
foregoing shall not limit or prevent the Employee from serving on the board of directors of
charitable organizations or other business corporations not in competition with the Company.
The Employee shall not be assigned duties and responsibilities that are not generally within
the scope and character associated or required of other employees of similar rank and
position.
3. Compensation
Subject to the following provisions of this Agreement, during the Employment Period the
Employee shall be compensated for his services as follows:
He shall receive an annual salary, payable in monthly or more frequent installments, in an
amount which shall initially be …………… per annul, subject to such increases as may from
time to time be determined by the president of the company.
He shall be entitled to vacations of not less than ……… per year.
He shall be entitled to such other perquisites as may be customarily granted by the Company
to employees of similar rank and position.
4. Disability
Subject to the provisions of paragraph if the Employee’s employment is terminated during
the Employment Period by reason of his Disability (as defined below), the Employee shall
continue to receive an annual salary and benefits in accordance with paragraphs through the
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end of the full calendar month of such disability but not in any event beyond the end of the
Employment Period.
……………………………
(Date)
….………………………..
(Signature of the Employee)
….………………………….
(Signature of the President of the Munchee Company)
5. An evaluation of the process and the rationale for conducting

appropriate HR practices.
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A business depends for the most part on its personnel and also the skills they possess. For this
reason, it is essential that the employer identify his recruitment needs in time.
The employer must subsequently choose the appropriate selection channels which will enable
employer to select the candidates corresponding to the identified needs.
5.1. Identify the need to recruit a new employee and asses the job
recruitments - 1st Step
It is mainly the responsibility of the employer to identify recruitment needs. Identification of
recruitment needs may in particular be a result of:
 Operational requirements stated by department managers
 Human resources management’s forward planning in terms of jobs and skills
 Internal or external audit recommendations
How to proceed:
Analysis of the environment-
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- Internal and external factors affecting the business may have an impact in terms of
recruitment needs.
For example, external factors are:
 Introduction of new legislation or regulations
 Development of professions or technologies
 A change in the economic situation
Internal factors may be:

 Acquisition of new markets
 Restructuring
Responding to a specific need for personnel

Certain personnel changes in the company justify recruitment needs. In this context, the
employer must decide whether or not to act upon the recruitment needs. This is particularly
the case in the event of:
 Reduction of working time
 The resignation of an employee
 The death of an employee
 The dismissal of an employee
 The retirement of an employee
 Maternity leave or adoption leave of an employee
 Parental leave of an employee
 A transfer of an employee abroad
 Unpaid leave for personal reasons
 Unpaid leave for training purposes
5.2. Conduct a Job Analysis - 2nd Step

Job Analysis is a primary tool to gather job-related information. The process ends up in
collecting and keeping recordsin 2 sets together with job description and job specification.
Any job vacancy cannot be stuffed till and unless HR manager has these two sets of
information. It is necessary to describethem accurately so as to suit the correct person at the
correct place and at the correct time. This helps each owner and workercomprehend what
precisely must be delivered and the way. (Juneja, P., 2019)
25
J
A
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o
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s
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n
Both job description and job specification are square measure essential elements of job
analysis in order. Writing them clearly and accurately helps organization and staff handles
with various challenges whereas aboard. (Juneja, P., 2019)
Job Description
Job Specification
Figure 2: Job Analysis
Source: Authors work
Job description includes basic job-related statistics that is helpful to advertise a particular job
and attract a pool of talent. It includes in orderlike job title, job location, coverage to and of
workers, job synopsis, nature and objectives of a employment, tasks and duties to be
performed, working conditions, machines, tools and equipments to be utilized by a
prospective employee and hazards concerned in it. (Juneja, 2019)
Also noted as worker specifications, a job specification could be a written statement of

educational it means that instructional qualifications, specific qualities and level of expertise,
physical, emotional, technical and communication skills necessary to perform a job,
responsibilities concerned during a job and different uncommon sensory demands. It also

26
includes general health, mental health, intelligence, aptitude, memory, judgment, leadership
kills, emotional ability, adaptability, flexibility, values and ethics, manners and creativity,
and etc. (Juneja,, 2019)
5.3. Decide a new interview board and plan a timeline for recruitment
process - 3rd Step
Posting timeline may be predetermined by company policy, open until filled or an ongoing
recruitment. Create a timeline allocating time for each activity from the date must fill the
position back to the day which advertises the position.
A hiring committee is instituted to protect the selection and hiring process from bias and
hence come up with the most suited candidate. It is therefore important that the committee be
constituted by staff from across the board and under-represented group and women are
included.
The committee should also have an individual with a strong understanding of the role and its
importance in light of the department’s objectives and if possible with previous experience in
the same role. It also should include someone with technical knowhow of the job. Lastly, an
individual who will be in close contact with the position such as the immediate supervisor
should be including. (Martin, 2018)
5.4. Make and advertised the job advertisement– 4th Step

There are many platforms for employers to attract candidates. They include online job
boards, social media, print advertisement, job fairs and campus recruiting. Employers should
make use of market research data to find out the most efficient means of advertising and
hence attract a wider pool of candidates. (Martin, 2018)
5.5. Shortlist the applicants by mapping the CV of the applicants – 5th Step
After the end of the posting days, the hiring committee then embarks to review all the
applications and determine which best meets the required qualifications. It is of importance
that each application be reviewed by more than one member of the committee in order to
eliminate bias.
27
After making the final review, the committee will then come up with a short list of the best
qualified applicants who will then proceed to the interview stage. (Martin, 2018)
5.6. Conduct an interview and select the right person for the position – 6 th
Step
This is the most crucial part of the recruitment process. It may involve one or more interview
sessions where candidates are subsequently eliminated. The committee may choose to use
video interview or in-person or both. It is critical that the team be prepared and have a
documented procedure and set of questions based on each section of the position description.
Once the interview process is complete, the hiring committee should then use its evaluation
tools to come up with a decision as to the best suited candidate after which they will conduct
reference checks before making an offer to the successful candidate. (Martin, 2018)
5.7. Attestation the job agreement and recruit the new employee - 7th Step
Job agreement is a signed conformity between an employee and employer. It establishes each
the rights and responsibilities of the two parties: the employee and therefore the company.
Also known as a contract of employment or employment contact, an employment contract
lays out the rights and responsibilities of both employer and employee. More specifically an
employment contract can include: (Doyle, A., 2018)
 Salary and Wages and benefits
 Schedule
 Duration of employment
 General responsibilities
 Confidentiality
 Communications
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Learning Outcome 04
4.1. Select an organization of your choice and illustrate how HRM practices
can be applied in their work setting using specific examples. (P7)
4.1.1. Introduction to Munchee Company
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Figure 3: The logo of Munchee Company
Source: Authors’ work adopted from google.com
William’s Biscuit factory is the First biscuit factory in Sri Lanka and it owned by Mr.
Williams. This was a small scale handmade biscuit venture. In 1939, Mr. Simon Arthur
Wickramasingha (1902-1984) acquired this factory. This factory was started only with 10
employees and changed the name as ‘Williams Confectionery’. it was mechanized in 1957
with Baker Perkins lines from the United Kingdom. (Munchee, 2018)
In the 1960’s, Mineka Wickramasingha, the current group chairman proposed to
manufactured high-protein biscuits to supplement mid-day meals for school children to
improve the nutritional standard of Sri Lankan children. So biscuit factory was built on eight
acres of rubber land, which was surrounded by green paddy fields and it is in Pannipitiya in
1968. ‘Williams’ together with the Sri Lankan government and with the help of CARE of
USA manufactured high protein biscuits to succeed this purpose.(Munchee, 2018)
In the 1980’s the highest growth rates in any industry in Sri Lanka was CBL’s commercial
operations. CBL ventured into Bharat fixing producing plants and effort connected firms
whereas conjointly effort many firms within the food trade and thereby establishing CBL
Foods. (Munchee, 2018)
The group’s innovative product vary, top quality standards and assertive promoting methods
have allowed several of CBL’s brands to become market leaders in their various classes,
whereas enabling an ever expanding global presence. (Munchee, 2018)
With nearly fifty years of expertise, innovation, technology and quality are the guiding
principles behind everything we do in achieving our vision of becoming the No. 1 biscuit,
chocolate and confectionery manufacturer and vendor in Asia, while developing a global
presence and recognition. (Munchee, 2018)
Munchee Company’s Market Leadership

Their market leadership is driven by their passion for perfection, several of CBL brands area
unit market leaders in Democratic Socialist Republic of Sri Lanka.
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Munchee Company’s International Market
With an ever expanding international consumer base, they continue to strengthen their global
presence.
Munchee Company’s CSR Practices

Welfare of the community is attended to through initiatives in education, art and culture,
sports, disaster response and uplifting of community.
Munchee Company’s Innovations

Munchee innovate new products such as Kothalahimbatu, Karapincha, Kurakkan biscuits and
Rice Raisin Cookies through research and development.
Munchee Company’s People

Driven by a team of talented and trained employees, they continuously strive to foster a great
working environment for their people.
(Munchee, 2018)
4.1.2. HRM Practices of Munchee Company

Reward Management
Munchee Company’s reward and recognition scheme addresses the Munchee Company’s key
stakeholder, the employee. By characteristic the key performers committed to their career
with CBL, Munchee reward and inspire meriting members of the team, CBL acknowledge
this loyalty via coaching opportunities, promotions, bonus schemes and awards, CBL rewards
and recognition scheme is highlighted as one of the best in leading conglomerates in Sri
Lanka. (Munchee, 2018)
4.2 Provide a rationale for the application of specific HRM practices in a

work related for the selected organization (M5)
31
There are four stages to the application process for the Munchee Future Leaders
Programmed. The first step is to apply online, then complete a profile assessment, take part in
an on-demand interview and finally attend a discovery center.
Figure 4: The recruitment and selection process of Munchee Company
Source: Author’s work adapted from Munchee, 2018

 Online application
Complete the online application form. It is a simple and easy process, with the quick option
of filling out personal details using candidates’ LinkedIn profile. Candidate may only apply
to one function in your application and the types of functions available vary according to
each region. (Munchee, 2018)
 Profile assessment
Complete a profile assessment, which consists of 12 short online games that look at different
elements of candidates cognitive, emotional and social traits. These will help to evaluate
interviewee’s level of fit for the UFLP as well as the suitable function for the interviewee.
The interviewee will receive personalized feedback after completing the games.(Munchee,
2018)
 Digital interview
The interviewee will be asked to solve real-world problems using Munchee scenarios, giving
interviewee the chance to learn more about the company culture and the way the company
does the business.
32
The interview is going to be split into two elements, which consists of three short
hypothetical questions, followed by a business case. The interviewee will be able to record
and complete the interview anytime (up until a deadline) and anywhere, whichever suits
interviewee best. All interviewee need is a computer, webcam and/or Smartphone and most
importantly, a good and stable internet connection.(Munchee, 2018)
 Discovery centre day

This is the final stage of the recruitment process and provides interviewee with a truly
immersive experience and the chance to live ‘a day in the life’ of a Future Leader at
Munchee. Interviewee gets to experience a number of exciting activities and projects that
include:
1. Project meeting with colleagues from the interviewee’s function
2. Short meeting with senior management regarding a current business challenge
3. Team meeting with the other candidates
4. One-to-one meeting with the line manager
These exercises square measure designed around a true business case study, enabling the
corporate to assess interviewee’s potential, whereas giving answerer an extra insight into
what it is prefers to add Munchee. (Munchee, 2018)
4.2.2 Job Analysis

Job analysis is a method to spot and confirm thoroughly the actual job duties and necessities
and also the relative importance of those duties for a given job. Job Analysis is a method
wherever judgments are created concerning knowledge collected on an employment. The
purpose of Job Analysis is to determine and document the duty connation of employment
procedures like coaching, selection, and compensation and performance appraisal.
Several strategies exist that will be used severally or in together. These include:
 Review of job classification systems
 Incumbent interviews
 Supervisor interviews
 Expert panels
 Structured questionnaires
 Task inventories
 Check lists
33
 Open-ended questionnaires
 Observation
 Incumbent work logs
In the words of Edwin B. Flippo, “Job analysis is the process of studying and collecting
information relating to the operations and responsibilities of a specific job” (Job
Analysis,n.d.)
4.2.3 Human resource planning

Human Resource Planning (HRP) is the technique of prediction the long term human
resource needs of the organization and decisive on but the current human resource capability
of the organization can be utilized to fulfill these necessities. It therefore focuses on the
fundamental economic concept of demand and supply in background to the human resource
capability of the organization. ( J. Prachi, 2019)
4.2.4 Training and Development

This is one of the most greatly important tasks in an organization. In this process we explain
about helping employees to become effective in their jobs. Effective Training has four main
steps. This method is usually called as the Systems approach to Training (SAT). (Esoft Metro
Campus, 2018)
4.3. Critically evaluate employee relations and the application of HRM

practices that inform and influence decision-making in an organizational
context (D3)
4.3.1. Explain what is meant by employee relations
Building and maintaining good employee relations is an essential prerequisite in attaining
ultimate success for the business. In here the organization tries to build up a healthy
relationship between employees and with employer. An organization with a healthy worker
relations program provides honest and consistent treatment to all or any workers in order that
they are going to be committed to their jobs and constant to the corporate. (Human Resource
Management, 2018)
4.3.2. Explain what is meant by HRM decision making
34
Human Resource Management is all about making decisions. Choosing the right candidate
for the right position existing is not something that should be left to chance or deduction. The
role of decision making in HR is a difficult one and using the technology and recruitment
software available, you will be able to make decisions that are based on true evaluation of all
the factors. (Candidate Manager, n.d.)
4.3.3. Impact of employee relations on HRM practices that inform and

influence decision making
Employee relation plays a vital role in decision making strategy of a firm. The HR practices
of Munchee Company involve developing communication between employees which help
them in creating good relations that are essential in an effective decision making.
HRM decision making process gets highly affected by employee relations.
Employee relations improves personnel administration procedures, it implements positive and

effective discipline in the workplace and enhance the organization ability to prevent
employee grievances and to handle those that arise. Employee relation can be lack of clear
guidelines which often results in confusion in the workplace. It can be difficult for workers to
develop their own protocols when rules are not firmly established. Inappropriate relations can
also develop between management and employees when only informal procedures are in
place.
Maintaining a strong employer and employee relationship can be the key to the ultimate
success of an organization, the results are advantageous. It is known that if a strong
relationship is in place employees will be more productive, more efficient, create less confect
and will be more loyal.
Can take decision about productivity

Strong employment relations create a pleasant atmosphere within the work environment. It
increases the employee motivation and can also be increased through improved employee
morale. Companies that have invested into employee relations programs have experienced
increases in the productivity and therefore the increased productivity leads to increases in
profits for the business. (O’Brien, 2014)
35
Can take decision of employee loyalty
Creating the productive and pleasant work environment has a drastic effect on an employee’s
loyalty to the business, it encourages loyal workforce. Having such a workforce improves
employee retention in doing so the cost of recruitment, hiring and training is out drastically.
For most businesses the high cost of employee turnover outweighs the cost of the employee
relations program that they have in place. Another benefit is that when the employee turnover
is low it ensures that the employer has a trained and skilled set of employees. (O’Brien, 2014)
Peaceful workplace (Conflict Reduction)

When work environment is efficient and friendly the extent of conflict within the workplace
is reduced. Less conflict results in the employees being able to concentrate on the tasks at
hand and they are therefore more productive. All the research and statistic lead to one
conclusion, ‘A happy workforce is a productive workforce’. Creating sound and efficient
work environment with good management and strong employer employee relation can be the
vital key to any business success or failure. (O’Brien, 2014)
There are some other pros and cons of employee relations impact on HRM practices that
inform and influence decision making.
Pros
 Participation may result in better decisions
 Participation enhances people’s sense of power and dignity, thus reducing the need to
show power through fighting management and restricting production
 Participation increases loyalty and identification with the organization
 Participation frequently results in the setting of goals.
Cons
 Not everyone has strong desires for creativity and achievement
 Goals workers set for themselves may be low
 Sharing information with unions raises their bargaining power, so companies may lose
 Retraining of employees and manager can be expensive
36
 Participation is time consuming and if decisions are made by groups, reaction to changing
environments may be particularly slow
Conclusion
In above parts have mentioned about HR practices of Munchee Company Sri Lanka. In here
mentioned about employee relations and HRM decision making. These three parts are
combined one and other. It means HR practices help employers to build up a good employee
relation with employer and employee and then employee relations affect on HRM decision
making in many ways. According to above facts and evidence all three organizations HR
Practices, Employee Relations and HRM Decision Making have flow smoothly. But no doubt
BOC is the best and other two organizations must follow that process to achieve more
benefits. (Author Developed)
Reference
Candidate Manager. (n.d.) Decision making in the context of Human Resources and
Recruitment [Online]. Available at: https://www.candidatemanager.net/hr-decision-making/
(Acceded on 13th August 2018)
Doyle, A. (2018). The balance careers [Online]. Available at:

https://www.thebalancecareers.com/what-is-an-employment-contract-2061985 (Accessed on
2nd April 2019)
HR Guide to the Internet (n.d.). Job Analysis: Overview [Online]. Available at: https://job-
analysis.net (Accessed on 17 May 2019)
37
Human Resource Management (2018). Pearson BTEC HND in Business Management
Human Resource Management. Esoft Publications.
J. Prachi, (2019). ‘What is Human Resource Planning?’, Management Study Guide [Online].
Available at: https://www.managementstudyguide.com/human-resource-planning.htm
(Accessed 17 May 2019)
Juneja, P. (2019). ‘Job Description and Job Specification’, People Management [Online].
Available at: https://www.managementstudyguide.com/job-description-specification.htm
(Accessed on 2nd April 2019)
Mangaleswaran, T. and Kirushanthan, K. (2015). Job description and job specification: A

study of slelcted organizations in Sri Lanka. International Journal of Information
Technology and Business Management [Online]. Available at:
https://www.jitbm.com/41%20volume/4%20JOB%20DESCRIPTION%20AND%20JOB
%20SPECIFICATION.pdf (Accessed on 9 August 2019)
Martin (2018) CLEVERISM [Online]. Available at: https://www.cleverism.com/recruitment-

and-hiring-process-guid/ (Accessed on 2nd April 2019)
Munchee (2018). OEM brands | Coconut biscuits cookies | Ginger biscuits cookies - Ceylon
Biscuits Limited [Online]. Available at: http://www.muncheelk.com/our-company (Accessed
on 15 October 2018)
O’Brien, P. (2014). ‘Why strong employee/employer relationship is important and how to

achieve this?’, Business to Community [online]. Available at:
https://www.business2community.com/strategy/strong-employeeemployer-relationship-
important-achieve-0876781 (Accessed 22 August 2019)
Strategicpay.co.nz. (2019). ‘Job Descriptions - The Know How’, Strategicpay [Online].

Available at: https://www.strategicpay.co.nz/News/x_post/Article-job-descriptions---the-
know-how-00106.html (Accessed on 9 August 2019)
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HigherNationals

Miss. Vishaka Pathiraja Miss. Harshani Jayakody

StudentName/ID P.L. Dilini Jeewani Cooray 012711

AssignmentNumber Assignment 02 Assessor Miss. Vishaka Pathiraja

LO4 Apply Human Resource Management practices in a work-related context.

Grade: Distinction AssessorSignature: Date:

Grade: AssessorSignature: Date:

Feedback: Student to Assessor

Assessor signature Date

Word Processing Rules

1. I know that plagiarism is a punishable offence because it constitutes theft.

Student’s Signature:dilini.jeewani456@gmail.com Date: 12/09/2019

Unit Number and Title Unit 03–Human Resource Management

Unit Tutor Miss. Vishaka Pathiraja

Assignment Title The Job Application

Submission Date 12/09/2019

IV Name & Date

Unit Learning Outcomes:

The document portfolio should include:

2. Designing and placing job advertisements.

4. A job offer to the selected candidate.

Task 04(Covers LO 04 and AC 4.1)

Grading Criteria Achieved Feedback

P7 Illustrate the application of HRM practices in a work-

M5Provide a rationale for the application of specific

D3 Critically evaluate employee relations and the

P.L. Dilini Jeewani Cooray

1.Job Specification of Marketing Assistant of Munchee Company.........................16

2. Designing and placing job advertisements...........................................................17

3. Documentation of preparatory notes for interviews, interview notes based on

3.1. Few opening interview questions..................................................................18

3.2. Knowledge- and skills-based questions........................................................18

3.3. Previous working experience based questions..............................................19

3.4. About soft skills (Socio emotional skills).....................................................19

3.5. Interview selection criteria............................................................................19

4. A job offer to the selected candidate....................................................................21

5. An evaluation of the process and the rationale for conducting appropriate HR

5.2. Conduct a Job Analysis - 2nd Step.................................................................25

5.4. Make and advertised the job advertisement– 4th Step...................................27

4.1.1. Introduction to Munchee Company............................................................29

4.1.2. HRM Practices of Munchee Company.......................................................31

4.2.2 Job Analysis................................................................................................32

4.2.3 Human resource planning............................................................................33

4.2.4 Training and Development..........................................................................33

4.3.1. Explain what is meant by employee relations............................................34

4.3.2. Explain what is meant by HRM decision making......................................34

Current days in rapidly changing business environment, organizations have to answer

1. Job Specification of Marketing Assistant of Munchee Company

Job Title: Marketing Assistant

Dept/ Office: Marketing

Work based skills competencies:

CEYLON BISCUITS LIMITED (CBL)

Email your CV to www.muncheelk.com till March 20, 2019

3. Documentation of preparatory notes for interviews, interview notes

3.2. Knowledge- and skills-based questions

3.4. About soft skills (Socio emotional skills)

3.5. Interview selection criteria

Selection Criteria for the Marketing Assistant position of Munchee

[Page kept blank intentionally]

4. A job offer to the selected candidate

Employment Agreement of Munchee Company

1. Position; Employment Period

[Page kept blank intentionally]