[Company name]

Human Resource Management

[Document subtitle]

BIGG Teodor
[Date]
Contents
P1: Explain the purpose and functions of HRM, applicable to workforce planning and resourcing an
organisation..........................................................................................................................................2
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.....3
M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfil business
objectives..............................................................................................................................................4
M2 Evaluate the strengths and weaknesses of different approaches to recruitment and selection..4
P3 Explain the benefits of different HRM practices within an organisation for both the employer
and employee.......................................................................................................................................5
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational profit
and productivity. M3 Explore the different methods used in HRM practices, providing specific
examples to support evaluation within an organisational context.....................................................5
P5 Analyse the importance of employee relations in respect to influencing HRM decision-making. 6
P6 Identify the key elements of employment legislation and the impact it has upon HRM decision
making...................................................................................................................................................7
P7 Illustrate the application of HRM practices in a work-related context, using specific examples.
M5 Provide a rationale for the application of specific HRM practices in a work-related context......7
References:...........................................................................................................................................8

P1: Explain the purpose and functions of HRM, applicable to

workforce planning and resourcing an organisation
Human resource management is the set of activities that helps business to make control over
recruitment and selection process, training and development programs, setting the reward
policy, doing efficient performance management and boost up the motivational level of
employees in the organization. Human resource management help to set the right people with
the proper skilled on the right place with the right time in the organization.
Working planning is one of the most significant issue for the business because it helps to
match the demands for employees with the supply of them. Starbucks is the largest coffee
chain business in the present world. So, they should have effective working planning to get
the right skilled employees to the right job within his right place. They are treating their
employees as their partners. So, they chosen very carefully of their employees according to
the high skills and experiences. So, they are running with workplace planning to run with
efficient employees to deliver the long term objectives to reach its vision.
Major purposes of Human resource management is to make effect plan to get the right skilled
employees for the business. So, they start with the establishment phase where they set the job
design and doing job analysis. Also, they are doing efficient recruitment and selection
process to get the right skilled job for the right place. Also, they are giving focusses on
employee arrangements and remunerations (Noe et al, 2000)
On the second phase they are doing the maintenance issues. After doing efficient recruitment
and selection process, this business is start running their performance management of their
employees. That helps to reflect the need of training and development programs of their
employees to improve their skills and ability to reach the goals and objectives of the business.
Also, Human resource management should set the reward policy to make the positive
challenges in the organization. It helps to make strong engagement of employees with the
business concept to reach sustainable growth of the business. Also, they should run effective
health and safety environment to make the secure workplace for their employees (Kotter,
2010)
There are different functions that the Human resource management is having. They are
having HR planning functions that help to reach the objectives of the organization. Also, it
make engagement with training and development programs to improve skills of their
employees and make more productive, improve the performance management to make
control over the employees activities. On the other hand, Human resource management is
responsible for the placement and performance appraisal to set the reward policy as a
functional objectives of the business term (Powers, 2004)
P2 Explain the strengths and weaknesses of different approaches
to recruitment and selection.
Different recruitment and selection process are available. So, organization need to identify
the strength and weaknesses of these recruitment and selection process to make decision to
choose right way to do effective recruitment and selection.
Recruitment and selection Strengths Weaknesses
process
Internal recruitment Major strength of this policy Limited number of
is it is much more time candidate
consuming Less chance to get fresh or
Also, need very less cost to new ideas
process Gap raises after recruiting an
Candidates are limited so employees for the other
management can choose roles.
early
All the candidates are
familiar with the policy and
process of the organization
Management knows the
strengths and weaknesses of
these employees
External recruitment policy More chance to get new and More time need to process
improved ideas More cost need to process
More candidates applies. So, Strong selection process
business can choose the best need to run otherwise they
from the large number will miss the suitable
Different candidates are candidates form the list
having different
experiences. so, it helps
business to get the right
skilled and experiences
candidates for the suitable
post
Personal specifications Improve the chances to get Candidates can become
right skilled workers for the frustrated because of asking
right task to act on different way
Helps to run better
organizational culture and
strong communication
between all employees
Starbucks recruitment and Starbucks is doing mix and
selection process match of internal and
external recruitment policy.
Mostly they are doing
external recruitment policy
to get more innovative and
fresh ideas to ame develop
of the process and policy of
 the business. Also, they are
using the internal
recruitment policy as they
are giving promotion to their
employees and meet up
these gap with the external
recruitment policy. They are
having online recruitment
assessment policy.
Candidates need to pass that
to get the final interview
call. They are approaching
with fair recruitment and
selection process to reach
goals and objectives of the
business

M1 Assess how the functions of HRM can provide talent and

skills appropriate to fulfil business objectives
Starbucks is running effecting practice of Human resource management to provide talent and
skills appropriate to fulfil the goals and objectives of their business.
As, it helps to do rightly staffing for the business. They are getting the right number with
right skilled employees to the right place at the right time. That helps them to reach goals and
objectives of the business.
Also, Human resource management of Starbucks is providing effect reward policy that makes
strong engagement of their employees with the business goals and objectives. It helps to
improve the motivational level of employees and makes strong engagement of their
employees with the business.
Human resource management also doing effecting performance management that helps to
judge the skills and ability of their employees according to their tasks. So, management can
provide efficient training and development programs to make them productive to reach goals
and objectives of the business (Flamholtd, 2012)

M2 Evaluate the strengths and weaknesses of different

approaches to recruitment and selection.
Internal recruitment policy is the policy that refers Human resource management choosing
the employee best fit for the organization from inside the organization. They are well known
about the skills and ability of their employees and their performance according to their
responsibility. Also, employees are familiar with the business condition. They are also having
strong relation with other employees and all the functions of the business. So, this is the good
process to hire effect employees. But it is having some major limitations. Because business
cannot get the fresh of new experiences people on their organization. Also, gap will raise on
the time when one employee shuffle to the other task. So, business need to do the recruitment
and selection again to meet the demand of that blank post (Steen, 2009)
External recruitment and selection process is the process that management choses the
employees form outside the organization. They set the vacancy notice by defining job roles,
responsilbities and specification. Then they evaluate the candidates CV or applications. They
can get the effect employee with more skills and employees because large number of
candidates applies with the external recruitment policy. It need more time and cost but still it
is best to get eth skilled and appropriate employee for the right task on the right place at right
time

P3 Explain the benefits of different HRM practices within an

organisation for both the employer and employee.
Major benefits of different Human resource management practices within Starbucks for both
employees and employers are like-
Human resource management helps to provide the qualified employees to the organization.
So, employers are getting skilled workers with their workforce that helps to minimize risks
factors and improve the better services. On the other hand, it also helps employees to get the
positive organization culture where most of the employees are high skilled that helps to share
their experiences to improve potential of an individual
Human resource management also helps to encourage and promote the positive behaviour of
both employees and employers. Because it help to improve trust and respect of employees
within the business. So, employees are getting more passionate to make strong engagement of
them with the business policy and process. It help to set the effective read policy by the
employers to make strong engagement of their employees with the goals and objectives of the
business (Armstrong and Taylor, 2014)
It also helps to develop the contribution of employees on the business. Because skilled
employees are getting strong engagement with the policy and process of it. Also, reward
policy run as strong motivational channel that helps to run the strong engagement of their
employees with the business to reach goals and objectives of the business
Human resource management also helps to build the flexible workplace for both employees
and employers. It helps to share experiences to each other. Also, positive practices of
organizational culture is having more engagement with employees with the goals and
objectives of the business. It also helps to make strong communication between employee
and employers that helps to make effective leadership approaches by the employers to reach
vision of the business

P4 Evaluate the effectiveness of different HRM practices in terms

of raising organisational profit and productivity. M3 Explore the
different methods used in HRM practices, providing specific
examples to support evaluation within an organisational context.
To improve the profit and productivity of the business, Starbucks is having efficient run of
their Human resource management practices. These practices are like-
Starbucks is running with efficient recruitment and selection process. As, they are using
mixture of internal and external recruitment. So, they get the more skilled employees with
innovative mind and ideas for their further run of the business process. Also, they are doing
internal recruitment policy that helps them to get the qualified employees and give them read
to make strong engagement of their employees to reach goals and objectives of the business
Starbucks is having efficient practices of training and development programs. They are doing
effecting performance management that helps them to identify he skills and ability of their
employees according to their given task. Starbucks treating their employees as their partners
so they are having more responsilbities and Starbucks Human resource management
identifies the potential of these employees by doing effective performance management and
provide the better training and development program to make strong engagement of their
employees with the business to reach goals and objectives of it (Bach and Edwards, 2013)
Human resource management of Starbucks set the effective reward policy that they are giving
different benefits, bonuses to their employees. Employees are also getting the dividend
margin as share of the profit margin. They are providing pensions that give more opportunity
to do career development on these business. Also, they are giving paid holiday, fair wages
policies, promotions according to the skills and ability of their employees, pain holidays, and
staff discount etc. that makes strong engagement of their employees with the business
practices

P5 Analyse the importance of employee relations in respect to

influencing HRM decision-making.
Employee relation plays major role in the organization to make effecting engagement of the
employees with the business issues to make sustainable growth of the business. It help to
reduce conflicts and make efficient organizational culture to reach the success margin of the
business. Employee relation is having direct impact and influences on the decision making
process. First of all, Human resource management need to definite eh issues of the employee
relation about the conflict issues. Also, before margin decision or making changes of the
operations or any policy of the business, they need to define the employee relation and the
importance of that issue to make effective progress of the business. After that, management
need to evaluate the issues or identify the alternative solution to cope up with the situation or
maintain the changes.
After that, need to gather more information about the alternatives option and match with the
related information about their employees to identify their potential to face the further
challenges. Strong relationship of employees helps to share their knowledge and skills inside
the organization and it also help management to make effective decision for the further
progress (Torrington, 2011)
After judging the pros and corns of different options, this business set the decision for three
further reproes. Also, make their employees prepare of the future changes. So, they need to
run continuous development programs with their employees to make effective and
sustainable run of the business to reach goals and objectives of it
Better and storm employee relation helps to face and avoid different conflict situation. It also
generate strong communication between all the employees and employers to make effective
progress of the business to implement different policies. It also help to improve the loyalty of
employee sand employers to make sustainable run of the business
P6 Identify the key elements of employment legislation and the
impact it has upon HRM decision making
Human resource management is also having impact from the different employment elision
issues. State and federal legislation issues makes impact on the decision making process of
Human resource management. For Starbucks to run in UK there are different legislation
issues need to consider
UK govt. is running the fair wages policy and minimum wages policy. So, they’re conscious
about the practices of fair was policy and the national wages policy. also, equal pay act
ensure the practices of the business to not make any differentiation of pay on the same skills
and status employees according to their sex, religion, ethnic issues, colour etc. equal pay act
1963 that show the elation and that need to run by this business. Brexit calls will make impact
to the legislation issue for this business to operate on the EU countries.
Also, there should limited hours of work should be given to the employees. Because they
should not offer more than 40 hours of work in a week. Because it can give mental and
physical pressure to the employee. So, these legislation issues makes impact to the Human
resource management to set the working hour and working style of their organization
(Bratton and old, 2012)
Also, Human resource management need to make decision by considering him privacy issues
of their employee’s data and customer data to make the sustainable run of their business.

P7 Illustrate the application of HRM practices in a work-related

context, using specific examples. M5 Provide a rationale for the
application of specific HRM practices in a work-related context.
Human resource management process on the context of Starbucks is giving more concern to
get the effective and potential output from their practices. As, they are doing efficient
recruitment and selection process to get the right skilled people on the right spot in right time.
It is necessary to get skilled employees for their further operations of the business. Also, they
are doing efficient performance management that helps to judge their skills and ability of
their employees. After judging these, this business can offer different training and
development program to improve productivity of the business.
Also, they set effective read policy that help to make strong engagement of their employees
with the business concept. Also, they are giving more focus on the performance of their
employees to set the reward policy to make positive challenges inside the organization and
improve their productivity to reach goals and objective of the business
They are also segmenting their employees in blue collar and white collar labour. They are
segmenting their employees who is having more skills and ability. They are performing as to
deal with their customer directly and running with the direction and under the leadership of
their management. They are getting high values and reward form Human resource
management. On the other hand, blue collar labour are the employee that is doing
maintenance job to make the workplace safety and secure. Human resource management of
Starbucks is concerning all the details issues and function of it to make sustained run of the
business

References:
 ARMSTRONG, M. and TAYLOR, S. (2014) Armstrong’s Handbook of Human
Resource Management Practice. 13th Ed. London: Kogan Page.
 BACH, S. and EDWARDS, M. (2013) Managing Human Resources. Oxford: Wiley.
 BRATTON, J. and GOLD, J. (2012) Human Resource Management: Theory and
Practice. 5th Ed. Basingstoke: Palgrave.
 TORRINGTON, D, et al. (2011) Human Resource Management. 8th Ed. London:
Prentice Hall. CIPD (Chartered Institute of Personnel and Development) available at
www.cipd.co.uk.
 Flamholtd, G (2012). Human Resource Accounting. Free press: London
 Kotter, J (2010). Power and influences. Free press: London
 Arthur (2008), Performance Appraisals-Strategies for Success, American
Management Association, United States of America
 Powers, (2004) Finding Workers Who Fit, Business, Vol.5, no.10, pp.7
 Noe et al, (2000) Human Resource Management: Gaining a Competitive Advantage,
3rd edition, McGraw-Hill Companies, Inc