Human Resources Employee Induction Manual

Table of Contents
Introduction......................................................................................................................................4

LO1..................................................................................................................................................5

P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organization...........................................................................................................5

P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.
.....................................................................................................................................................6

LO2..................................................................................................................................................8

P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee...............................................................................................................8

P4 Evaluate the Effectiveness of different HRM Practices in Terms of raising Organisational

Profit and Productivity.................................................................................................................9

LO3................................................................................................................................................10

P5 Analyse the importance of employee relations in respect to influencing HRM decision-

making.......................................................................................................................................10

P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision-making.........................................................................................................................10

LO4................................................................................................................................................12

P7 Illustrate the application of HRM practices in a work-related context, using specific

examples....................................................................................................................................12

Conclusion.....................................................................................................................................15

Reference.......................................................................................................................................16
Introduction
It is important for any organization to properly manage their human resources. To place an
effective human resource management system there is a certain process that needs to be
conducted. HRM process includes recruiting employees, selecting suitable candidates, hiring
employees, giving employees proper training, managing the performance of the employees,
setting pay structure for the organizations' human resource, maintaining good relationships with
the employees (van Dyk et al., 2019). So, it is seen that HRM plays a very important role in an
organization. A company without a proper HRM system cannot obtain its desired goal. That's
why a companies HR department should give their best effort to develop an effective system.

The purpose of this report is to give a proper understanding of human resource management. By
reading through this report, an individual will get to know the purposes of the human resource
management system and its various functions in an organization. The reader of this report will
also understand the different approaches of recruiting and their strengths and weaknesses. A
learner will also gain a proper understanding of the benefits that employer and employees enjoy
by using HRM. This report also provides the importance of HRM in decision making and its uses
in the wider context of an organization.
LO1
P1 Explain the purpose and the functions of HRM, applicable to workforce
planning and resourcing an organization
Purpose of HRM

Human resource management serves many purposes for an organization. The HR department of
the Appirio does their work to fulfil some purposes which will help the organization to
achieve its goals. Some major objective of HRM is to manage human resources
effectively which include recruiting workers in the right position, developing skills of
the employees, maintain a healthy work environment etc.

Functions of Human Resource Management

HRM play many key roles in a business organization. Some of the key functions of HRM that
the Appirio’ HR department handle is described below.

Staffing: HRM is responsible for staffing activities which refers to recruiting and managing
employees in an organization. Staffing function includes identifying and selecting suitable
worker for the organization, implementing various tools to acquire potential candidates,
terminating workers if it's necessary, implementing policies to manage workers ethical behaviour
etc (Outlaw, 2017). Appirio  companies human resource department handle the staffing
role to effectively manage the human workforce of the organization.

Development: Another key role that HRM play is developing the human resources of the
organization. Developing human resource can enhance the efficiency of an organization. The
Appirio  companies HR department is constantly working on developing its human
workforce by providing them with various methods of training like on the job training,
coaching, conference etc.

Compensation: It is the role of HRM to provide develop a suitable Pay structure for the
organization’s employees. The Appirio  companies HR department manage this role by
providing salary to the employees according to their position in the organization,
setting the compensation rate according to the market situation, giving bonus etc.
Retention: It is the responsibility of the HRM to retain their employees. The
Appirio  companies HR department retain their employees by giving them motivation.
They reward employees for their good performance, pay a handsome salary, give them
a bonus and many more to retain the employees (Tandan, 2016).

Safety and health: The HR department of a company like Appirio is concerned with
the safety and health measurement of its employees. They try their best to provide a
safer and healthier work environment.

P2 Explain the strengths and weaknesses of different approaches to recruitment

and selection.
Recruitment is a process conducted by an HR department to acquire manpower for an
organization. The recruitment and selection process is conducted to fill an organization's vacant
position. It is an important function of an organization that the HR department carryout. The HR
department of Appirio company uses two sources for recruiting. One is external and another is
internal to recruit human resource (Griffeth, Tenbrink and Robinson, 2018).

Figure 01: Sources of recruitment(Griffeth, Tenbrink and Robinson, 2018)

Internal source

When an organization recruits employees within the organization then it is called internal
sources of recruitment. Appirio company use its internal sources to fill the vacant position.

Strengths of using the internal source: Using an internal source for recruiting has proven to be
time-consuming because the organization knows its employees and also knows who is suitable
for filling the vacant position. Using internal sources is cost-effective and the process of
recruiting is easy. The loyalty of the employee's increases.

The weakness of using the internal source: One of the major weakness of using an internal
source is it can create conflict among the employees and it can develop bad feeling among the
employees as their colleague have been chosen to be in the top position. Because of using
internal source, in the various scene a company loses the chances of recruiting skilful employees
for not considering outside source.

External source

When an organization recruits employees outside the organization then it is called external
sources of recruitment (Panda, 2019). In several scenes, Appirio company use external sources to
fill the vacant position.

Strengths of using the external source: A company can obtain a large pool of potential
candidate which will help an organization to find suitable candidates for the vacant position.
Talented employees can be obtained using external sources who may be capable of generating
new ideas and using those ideas, overall development could be achieved by the organization.

The weakness of using the external source: Recruiting workers from the external source is
costly and time-consuming. Also, the process of recruiting is very complex in external sources.
An organization also may face difficulties choosing the right candidate as there are a huge
number of applicants.

So, it is concluded that using both internal and external have its advantage and drawback. The
Appirio company need to identify what sources of recruitment should be best suited for a certain
scenario.
LO2
P3 Explain the benefits of different HRM practices within an organisation for both
the employer and employee.
IF an organization can successfully execute the HRM practices then the organization and its
employees will greatly be benefited. So, both parties need to give their best efforts to achieve the
functionality of the HRM. Appirio company and its HR department are constantly working on
developing a strong human resource management system to enjoy the benefits.

Benefits of HRM Practices to an Organization

HRM helps to bring a healthy work environment which will help motivate employees to work
happily. And for that, the organization can achieve success in achieving its desired goal. Appirio
company will get success if they put enough efforts to maintain HRM practices. HRM is
responsible for developing skilful worker by which company like Appirio can achieve efficiency
in operating their business operation and can achieve their desired goal (Townsend, Waterhouse
and National Centre for Vocational Education Research, 2016). HRM is responsible for
designing a work task and setting time to complete that task by which an organization like
Appirio can achieve its purposes on time.

Benefits of HRM Practices to an employees

HRM helps to build a healthy and safer work environment where an employee feels happy to
work. HRM provide rewards to the employees who perform well in their job, by which an
employee is greatly benefited (Roebuck, 2017). Another practice of HRM that satisfy the
employees is it develops the knowledge and skills of the employees which is considered a great
achievement for an individual.

P4 Evaluate the Effectiveness of different HRM Practices in Terms of raising

Organisational Profit and Productivity
An organization needs to make the best use of HRM. An effective HRM system can help an
organization achieve its desired objectives. It helps an organization to maximize both profit and
productivity. To maximize profit and productivity, the Appirio company is giving their best
efforts to develop an effective HRM system (Bititci, 2016). The key functionality of HRM like
recruiting employees to the right position, developing skills of the employees, facilitate
organization like Appirio to increase productivity, reduce the operation cost of the business and
cause to increase in profit. An effective HRM system helps organization like Appirio to retain
their worker by satisfying them with various motivators which influence them to work happily.
And by that, an organization can achieve a happy work environment that will provide quality
work.

So, it is concluded that HRM practices help in several ways to achieve the maximization of profit
and productivity for Appirio company.
LO3
P5 Analyse the importance of employee relations in respect to influencing HRM
decision-making
To gain ultimate success, an organization need to maintain strong relationships with its
employees. An organization like Appirio is giving efforts to maintain good relationships with its
employees to gain efficiency in the business operation. By maintaining good relationships with
employees, the HR department of Appirio company can avoid or swiftly manage conflict among
the workers for which making decisions to manage human resource become simple (Darwish,
2017). Another way Appirio company achieve benefits by maintaining good relationships is it
increase the employee's satisfaction and increase efficiency. For instance, Appirio company
knows who is best suited for the particular task through maintaining healthy relation, which
helps Appirio company to make decisions on assigning task effectively and that help the
organization to achieve efficiency in operating business.

So, it is concluded that maintaining a strong relationship with the employees can make the
decision-making process of HRM easy.

P6 Identify the key elements of employment legislation and the impact it has upon
HRM decision-making
An organization like Appirio have to maintain employment legislation to maintain a healthy
relationship with the employees. Some key employment legislation that needs to be maintained
to acquire a healthy work environment is given below:

Figure 02: Employment law(Sargeant and Lewis, 2018)

Health and Safety law: Health and safety act 1974 states that it is the responsibility of the
organization to maintain a safe workplace (Sargeant and Lewis, 2018).

Equal Pay Act: Pay act 1970 states that the organization have to pay their employees equally for
a similar job.

Race Relations Act: Race relation Act 1976 states that the organization cannot discriminate
against their employees regardless of their colour, race, religion, ethnicity.

Sex Discrimination: Sex discrimination act 1975 says an organization it is illegal to

discriminate against its employees based on their sex or marital status.

Minimum Wage Act: Minimum wage act 1998 says an organization have to set a minimum
wage rate for its worker.

Data Protection Act: Data protection act 1998 states that data must be collected and recorded
properly.

An organization cannot operate their business properly without maintaining employment

legislation. So, to properly manage the functionality of the business operation, an organization
like Appirio must follow the employment law or otherwise it will become hard to operate
business activities.
LO4
P7 Illustrate the application of HRM practices in a work-related context, using
specific examples.
HRM practices many roles which could be applied in the wider context of the organization
(Prasad, 2017). To illustrate HRM practices in a work-related context a sample job advertisement
for recruiting marketing manager in Appirio company have been provided below.

JOB ADVERTISEMENT OF APPIRIO

Company overview: Appirio is an IT company consulting company that operates its business by
providing technology and professional services to companies that want to embrace public cloud
software. Appirio company is a proud consulting partner of Salesforce and Google.

Job Description:

Appirio company.

Salesforce Consulting and Google Consulting Partner

Reporting to HR director

Job Title Marketing manager

Salary 30 to 45k (Negotiable)

Purpose The main purpose is to develop, implement, and manage the

market strategy of Appirio company.

Job roles and  Recruiting and training marketing staff.

Responsibilities:
 Setting marketing objectives.

 Conduct research and develop new ideas about new

 product and services.

 Research and analyse current market trend, consumer

needs, competitors behaviour to develop an effective
marketing strategy.

 Develop a good relationship with the other functional

team of the organization.

 Developing and Implementing an effective

promotional strategy to attract a new customer.

 Managing marketing operation under a specified

budget of the organization.

Working hour 50 hrs a week

Holiday Requirement 1 day holiday in a week

Job Specification

Elements Essential Preferable

Minimum Qualification Bachelor's Degree in

Marketing, Business or
another related field.
Skill Required  Developing a
marketing strategy.
 Maintaining media
channel
 Having staff
management skill.
 Pressure handling
skill.
 Ability to work under
a specific budget.
  Good communication
skill.
 Team management
skill.
Experience  Must have experience  Having 2 years of
in being an assistant experience in the
marketing manager or marketing
marketing manager. management field is
preferable.

Table 01: Job advertisement

Conclusion
So, it is clear that to achieve ultimate success, an organization need to form a strong human
resource management system that will ensure work efficiency and also help to maximize
productivity(Ceriello and Freeman, 2019). It is the responsibility of the HR department of an
organization to form an effective strategy. To do that, the HR department need properly maintain
HRM process and clearly understand its key roles and responsibility in the organization. The HR
department needs to identify suitable resources for recruiting employees to place talented worker
in the office. The HR department must need to have proper knowledge about employment law to
properly manage the work environment. If a company manage to do that, then it will achieve a
strong HRM system.
Reference
Bititci, U. S. (2016) Managing business performance: The science and the art. Standards
Information Network.

Ceriello, V. R. and Freeman, C. (2019) Human resource management systems: Strategies,

tactics, and techniques. London, England: Jossey-Bass.

Darwish, T. K. (2017) Strategic HRM and performance: Theory and practice. Newcastle upon
Tyne, England: Cambridge Scholars Publishing.

van Dyk, P. S. et al. (2019) Human Resources Management. 5th ed. Goodwood, South Africa:
Oxford University Press Southern Africa.

Griffeth, R. W., Tenbrink, A. and Robinson, S. (2018) Recruitment Sources. Edited by D. M.

Cable and K. Y. T. Yu. Oxford University Press.

Outlaw, W. (2017) Smart staffing: How to hire; Reward & keep top employees for growing
company. Chicago, IL: Dearborn Trade.

Panda, S. (2019) Recruitment source effectiveness: A strategic approach. LAP Lambert

Academic Publishing.

Prasad, V. R. K. (2017) Effective HRM Practices. New Delhi, India: Viva Books.

Roebuck, K. (2017) Hrm - human resource management: High-impact strategies - what you need
to know: Definitions, adoptions, impact, benefits, maturity, vendors. Emereo Publishing.

Sargeant, M. and Lewis, D. (2018) Employment Law: Eighth edition. 8th ed. London, England:
Routledge.

Tandan, S. (2016) Retention factors and employees’ commitment. LAP Lambert Academic
Publishing.

Townsend, R., Waterhouse, P. and National Centre for Vocational Education Research (2016)
Whose responsibility?: Employers’ views on developing their worker’s literacy, numeracy and
employability skills. Leabrook, SA, Australia: National Centre For Vocational Educational
Research.