Human Resources Management Report Sample Assignment


Human resource management is the most effective process of managing an exhaustive workforce of an organization in an appropriate manner. All the multinational successful business organizations require HR officer in order to conduct all the business operations successfully and to gain competitive advantages in the global market place as well. “Vodafone UK” is one of the leading telecom service provider companies that have expanded its business operations in many countries across the globe. This company was founded in the year 1982 in the UK with the aim of providing best class all types of telecom services throughout the UK and globe as well (, 2018). Globally, after the EE and O2, it stands third.

This paper will describe all the major functions and purposes of HR department throughout the organizational boundaries. Effectiveness of using different HRM practices and importance of maintaining proper work environment as well as employee relations will be evaluated in this portion of the study. Key factors that impact over HRM decision-making will also be highlighted in this particular study.

LO1 (P1, P2)

Explain the purpose and scope of Human Resource Management in terms of resourcing an organisation with talent and skills appropriate to fulfil business objectives

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

HRM is regarded as the core of a business venture. HR department supports an organization by providing all the required resources in proper manner for betterment and growth of an organization. The main purpose of a HR officer is enhancing the organizational performance to reach their expected business goals in better manner and to gain market sustainability (Jørgensen and Becker, 2017). There are several core functions of a HR officer that are played to manage and conduct all the business operations in proper manner. Those are as follows:

Recruitment and selection

As per the consideration of the market researchers, recruitment is one of the most important business steps that can decide the future of an organization. HR department plays the major role in recruitment and selection process to recruit the most suitable applicant along with adequate knowledge and efficient organizational skills those can support the organization to face a verity of organizational challenges (Heilman et al.,2015). Companies including “Vodafone UK” take help from their HR department to hire the best one.

Maintaining good working conditions

HRM’s responsibility is providing good working conditions and environment to the workers so that the employees may like the work environment and workplace. HR department’s fundamental duty is motivating the employees as motivated employees perform better and contribute in better manner. Thus, company can accomplish their business targets in a more significant manner (Aklamanu et al., 2016). HR department has the responsibility of maintaining good work conditions within the firm so that workers can better focus on their performance as well.

Workforce planning

Preparing a proper workforce planning for proper allocation of the total workforce is done by HR officer of an organization such as “Vodafone UK”. All the successful business organizations prepare proper workforce planning in order to gain competitive advantages in the market place. This has such the ability of making difference compared to other rival companies in the same field (De Bruecker et al., 2015).

Managing proper employee relations

Building and proper maintenance of employee relations are such vital for organizational growth and prosperity. Employees are regarded as the most valuable asset of an organization. Keeping this on mind, HR department focuses on creating strong employee bonding and relation. This can influence behaviours and work outputs as well (Ożgo and Brewster, 2015). Additionally, well-planned employee relations will promote a balanced and healthy relation between the employer and employees. This is also regarded as the key of an organization to be successful in their field. One of the major functions of a HR manager of an organization like “Vodafone UK” is building and maintaining employee relations for enhancing employee performance and for reaching the top in the business.

Soft and hard model of HRM is another important consideration for better performance of a business venture such as “Vodafone UK”. Soft HRM treats employees as the most valuable assets of an organization and employees feel better connection with the company as well. On the other hand, Hard HRM is completely different from the soft HRM model and in this model employees are employed just for making them work to generate higher amounts of profits. However, most of the successful companies including “Vodafone UK” use soft HRM model to enhance their market position and to gain competitive market advantages for better growth and sustainability.

Successful business organizations including “Vodafone UK” also use Best fit and best practices for achieving their expected business outcomes more effectively. Additionally, the best fit model emphasizes that all the human resource strategy has to be aligned. So that companies can achieve better business outcomes as well. Basically, it is an idea, which various human resource strategies must concentrate upon provided requirements of the organization and employees together. Furthermore, it is claimed by the Best practice model that certain bundles of human resource activities exist that universally support firms to reach an effective competitive advantage regardless of the industry or organizational setting.

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

HR department of an organization like “Vodafone UK” plays the most vital role in recruitment and selection process, where most suitable and effective candidates are selected. Recruitment process is the main process of hiring an applicant those has efficient knowledge and organizational skills. Recruitment process is separated in two different segments that are internal and external recruitment process.

Basis of comparison




· This takes less price as well as time hire the most eligible candidate for an organization

· Candidates those are recruited through internal recruitment system already have connection with the company. Therefore, employee employer relation gets encouraged (Phillips and Gully, 2015)

· This is not best technique of recruiting candidates. External process is more reliable than it

· Outsourcing new ideas within the firm is not possible in case of employees are recruited through internal process


· External recruitment process is one of the most reliable processes of recruiting the effective applicants from a group of applicants with efficient skills and knowledge

· This allows outsourcing new ideas regarding business from outside of the organization (Snell et al.,2015)

· External recruitment process takes more time as well as cost to recruit the candidate

Table 1: Strengths and weaknesses of internal and external recruitment process

(Source: Created by learner)

Selection is the effective method of selecting the most eligible candidate from a pool of eligible applicants. In the selection process, recruiters focus on selecting the most suitable and appropriate candidate as per the requirements of the specific company so that the company such as Vodafone UK can extend their organizational performance to the maximum level and generate more profits in business as well.

Selection approaches




Aptitude test

Aptitude test is one kind of simple test to judge the problem solving ability and knowledge of the applicants (Craig, 2015)

Aptitude test provides an overall idea of the knowledge and skills of the candidates so that company can judge the applicants if they are required or not. This also takes less time and money to conduct and select candidates.

This is not possible to select a candidate through just conducting aptitude test.

Personality test

This personality test is conducted for analysing the candidate’s personality

This test is helpful in narrow downing the candidates’ selection process

This takes a lot of efforts and time for completion

Panel interview

Panel interview is a formal as well as organized interview process, where more than one interviewer judge the ability and performance as well as knowledge of the applicants (Johnson et al., 2014)

This is reliable process for selection of the candidate. Panel interview judges all the qualities of the applicants and regarded as one of the most effective process of candidate selection.

Sometimes, applicants feel nervousness to face more than one interviewer in an interview round. This affects the performance of the applicants as well.

Table 2: Strengths and weaknesses of different selection methods

(Source: Created by the learner)

LO2 (P3, P4)

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

Both of the employees and employers can be benefited through using effective HRM practices throughout the organizational premises. Thus, companies including “Vodafone UK” use different types of effective HRM practices.

HRM practices

Benefits of employee

Benefits of employer

Learning through training

Providing proper training and development program is regarded as one of the main HRM practices within the firm (Armstrong and Taylor, 2014). In this training process, employees strengthen their skills, knowledge and behaviour through which they can face any challenge and perform in better manner.

Trained employees are capable to perform and contribute in better manner. Therefore, employers generate more profits that is crucial for organizational growth.

Recruitment and selection process

External policies are beneficial for those outside workers those want to perform themselves by their talent. Internal process is beneficial for the internal staffs of “Vodafone UK” those are eager for their promotion by their own performance level (Tzabbar et al., 2017).

External recruitment process has benefited the organization through new talents and internal process is beneficial to management of “Vodafone UK” as this leads to high strong employee relations.

Rewards system

Employees are likely to receive rewards from the organization and it keeps them motivated throughout the organizational premises. This allows employees developing their organizational skills and enhancing their performance standard to the maximum as well.

Motivated employees perform better and this has allowed the employers generating more amounts of profits from business and achieving their expected business outcomes in better manner.

Table 3: Benefits of employees and employers

(Source: Created by the learner)

Therefore, companies including “Vodafone UK” use a number of effective HRM practices to provide similar benefits to both of the employees and employers simultaneously.

P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational profit and productivity.

HRM practices are designed in so fine way that it can support and assist an organization to accelerate the profits and productivity of the company in a seamless manner (Albrecht et al., 2015). “Vodafone UK” use effective HRM practices in order to enhance their productivity and profitability.

  • Flexibility of an organization is one of the most important and essential HRM practices that has fetched several productivities in the firm. The staffs have become more comfortable in their work and perform better within the flexible work atmosphere. The HR manager of an organization like “Vodafone UK” has the responsibility of adopting adequate policies for influencing flexible work environment, where employees are able to select their working hours as well.
  • Training and development program is another great important consideration and through this training program an employee can such extend his performance level to the maximum level so that the company can accelerate their production rate and generate highest profits as well (Vivares-Vergara et al., 2016).
  • Recruitment and selection process helps to select and recruit the most eligible candidate that is also suitable for the organizational vacant job role along with effective skills and knowledge as well.
  • The rewards system is provided to the employees in order to keep them motivated all the time throughout the organizational boundaries. Motivated employees are able to perform and contribute in better manner so that the organization will be able to generate more amounts of profits in business as well. Apart from that productivity, sales and the overall organizational performance will also be enhanced (Bratton and Gold, 2017).

Due to these benefits, companies including “Vodafone UK” use effective HRM practices and that has influenced their productivity, sales and profitability as well.

LO3 (P5, P6)

Analyse internal and external factors that affect Human Resource Management decision-making, including employment legislation

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

Strong employee relations are crucial for every business organizations including “Vodafone UK” those are interested in enhancing their business performance to their maximum level. Strong employee relations allow better team work and strengthening coordinating skills so that the employees can complete any task within time in an effective manner (Bratton and Gold, 2017). In other words, a company with strong employee relations refers to the organizational success. Additionally, the strong employee relations of “Vodafone UK” has such influenced the workforce to a large extent as well as the staffs have always been satisfied and motivated throughout the firm. Furthermore, healthy work relations always created motivated and productive staffs in “Vodafone UK” leading to success of the company. Additionally, trade unions are another important consideration that such play a vital role in every business firm. “Vodafone UK” always has kept a strong relationship along with its staffs directly as well as by the trade union. Trade unions are responsible for fulfilling the required demands of the staffs regarding the gratuity, salary and other amenities across the workplace by negotiation procedures and therefore, staffs have been satisfied. One of the most real assets of an organization is employees those actually contribute for the growth and sustainability of the firm. Additionally, this is very essential for the HR department maintaining an efficient and healthy working environment in the atmosphere as well as for those important elements of the employee relations requires to be worked up on. However, maintaining smooth employee relations is such necessary for bringing growth in the firm. Employee relations have two important parts, where one is relationship between the management and employees and next is the relation between the co-employees working throughout the firm (Anitha, 2014). It has been seen that many of the companies are affected due to this lack of maintaining proper relationship among the employees. In order to maintain the proper relationship among the employees, this is such crucial to maintain proper communication with an organization. As per the market researchers, employee relations are hampered through gap in the communication. Due to these employee relations, the HRM decision making also impacted as well. Similarly, decisions that are made by the HR department impact over employee relations as well.

All the decisions that are made through the HR must be equal as well as unbiased for the entire workforce in a company. It will surely lead the company towards better employee relations. Proper employee motivation is another important consideration, which helps to improve the relationship among the employees across the organizational premises. Rewards and incentives are effective in order to keep the employees motivated all the time so that they can perform and contribute in better manner. Therefore, employee relations impact over business as well as HRM decision making.

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

UK government consists of various important rules, norms, legislations and policies, which are actually included under the labour laws and employment laws. The main aim of implementing these laws is safeguarding the employees from any type of unethical activity throughout the organization. This is possible for the HR manager to solve any kind of legal issues and constraints about the employees through using the employment legislations. All the decisions that are made by the HR department must maintain the laws offered in the employment legislations. A few number of laws in employment legislations that impact over HRM decision making are as follows:

The Equality Act

This Equality Act is considered as one of the most important employment legislations that were implemented through the UK parliament with the aim of providing all the benefits and facilities to the employees so that they feel better connection with the firm. All the employees must be treated in similar manner and favouritism or partiality is strictly prohibited (Ferreira et al.,2016). Additionally, none of the staffs are allowed to discriminate anyone within the organizational premises. If anyone is found with this kind of unethical activity within the organizational boundaries must be punished as per the regulations of the UK parliament laws. If an employee found any type of discrimination or unethical activity should report to the HR manager and the HR department has main responsibility of following this act in proper manner.


Another important act is Redundancy Act and it includes all the procedures and policies, which are needed through the organizational management. Additionally, it has included all the information related to employment, voluntary redundancy, redundancy counselling, and redundancy pay (Chini et al., 2016). However, decisions that are taken through HR department must comply with employment legislations’ redundancy act.

Data Protection Act

For the first time, this data protection act was implemented in 1998 throughout the UK in order to protect the data and personal information of the employees from getting unethically used. In 2018, this act has been re-implemented with the new name General Data Protection Regulation (GDPR). However, principles of both of the laws are same. This states that data and information of the employees and organization can only be used by organizational authority and the government bodies (Regulation, 2018). If an employer or any person is found with doing this kind of unethical activity must be punished as per the norms of the UK parliament. Additionally, the staffs in the company must not provide the firm information to a third party.

Trade unions

Trade unions are also known as labour unions. Trade union is made with employees of an organization those have come together for accomplishing many of the important goals like improving safety standards, safeguarding the integrity of their trade and attaining better wages, working conditions and benefits by the enhanced bargaining power wielded through the creation of the workers’ monopoly (Lawrence, 2016). In UK, especially the trade unions play such vital role in maintaining strong employee-employer relations with the firm. Additionally, the main objective of the trade unions is providing benefits to employees and employers simultaneously.

All of these legislations, policies and norms are very important and all these external factors impact over business as well as HRM decision making. There is also trade union that is considered as internal factors, which such impact over HRM decision making.

LO4 (P7)

Apply Human Resource Management practices in a work-related context

  1. The design of a job specification for one of a number of given positions in the organisation.

The management at Vodafone has decided to conduct an interview for the recruitment of potential candidates for the job of a Sales Analyst. The candidate will be selected on the basis of merit and will be judged accordingly.

Job Specification


  • For helping in conceiving better relationship with the customer base
  • Ascertaining the needs and demands off the customer
  • Monitoring the customer accounts
  • Process sales leads
  • Manage the correspondence in between the sales group and the respective clients
  • Keep a track of the target of sales
  • Provide data and report for helping the department in reports
  • Communicating with the sales department and clients
  • Manage the entire sales and the associated issues
  • Help the organisation for reaching the predicted revenue from sales
  • Handle the client in an effective manner
  • Reduce the expenses incurred in the sales function of the organisation.
  1. A CV for each student, tailored to apply for one of the positions advertised by another team.
  2. Documentation of preparatory notes for interviews, interview notes based on selection criteria and a justified decision of the candidate selected.

The organisation has decided to conduct the process of interviewing the candidate and evaluating them with conducting different rounds such as the group discussion, interview and personality test. The candidate is required to have analytical and effective communication skill with at least one year of prior experience in the similar designation. This priority for providing the job to the candidate and must be considered beforehand.

Christopher Daniel

  • The candidate has strong skill communication
  • He has adequate knowledge regarding the use of computer application
  • His graduation degree is from London Business School
  • He is found to be passionate regarding taking responsibilities and working as a leader

Damien Lewis

  • Adequate Communication skill
  • Has the experience of working in a reputed MNC in the same designation
  • Has mastery over different languages
  • Completed his master degree in Business Analytics and has a diploma of Java applications

Vodafone has decided do select Damien Lew for the job as he is found to be appropriate candidate, considering his professional capabilities and past experience. His mastery of different languages will be a major plus point

  1. A job offer to the selected candidate.
  2. An evaluation of the process and the rationale for conducting appropriate HR practices.

The organisation has utilized three unique sorts of Interviewing and evaluation process amid investigating the candidates. This is skilled for shortlisting qualified and merited candidates. Every one of the selection representatives are fit for confirming the genuine abilities, learning and practices of the candidates at the season of interview process. "Vodafone" utilizes face-to-face interview procedure to pass judgment and select the most suitable contender for the assigned activity job.


Face-to-face interview is viewed as a standout amongst the best techniques for Interview process which is imperative for an association. It is conceivable to employ the most fitting and reasonable hopeful from a pool of candidates alongside viable aptitudes, information and practices. Moreover, this face-to-face interview process sets aside less expense and opportunity to lead and select the most qualified applicant. Interview process is solid and predictable and because of this reason, this can be expressed that utilizing face-to-face interview process for candidate choice is supported.


This can be concluded that organizational performance can be enhanced through effective HRM practices. HR management has several functions and roles to play across the organizational context. HR officer plays the most vital role in hiring and recruiting the most suitable candidates for the vacant job designations. HRM practices are made for accelerating the productivity and increasing the profitability as well. A company such as “Vodafone UK” can gain competitive advantages in the global market place through following the HRM practices in proper manner. Additionally, there are several internal and external factors that impact over business and HRM decision-making that have been detailed in the above portion for better consideration of the project. Eventually, an example of application of HRM practices within the organizational context has been presented in this paper along with proper description.

Reference list

Aklamanu, A., Degbey, W.Y. and Tarba, S.Y., 2016. The role of HRM and social capital configuration for knowledge sharing in post-M&A integration: A framework for future empirical investigation. The International Journal of Human Resource Management, 27(22), pp.2790-2822.

Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), pp.7-35.

Anitha, J., 2014. Determinants of employee engagement and their impact on employee performance. International journal of productivity and performance management, 63(3), p.308.

Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. Kogan Page Publishers.

Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.

Chini, A., Gimenez-Ibanez, S., Goossens, A. and Solano, R., 2016. Redundancy and specificity in jasmonate signalling. Current opinion in plant biology, 33, pp.147-156.

Craig, M., 2015, July. Cost effectiveness of retaining top internal talent in contrast to recruiting top talent. In Competition Forum (Vol. 13, No. 2, p. 203). American Society for Competitiveness.

De Bruecker, P., Van den Bergh, J., Beliën, J. and Demeulemeester, E., 2015. Workforce planning incorporating skills: State of the art. European Journal of Operational Research, 243(1), pp.1-16.

Ferreira, N., Davies, C., Morris, A. and Morris, D., 2016. Editorial–the Equality Act 2010: Five Years on.

Heilman, M.E., Manzi, F. and Braun, S., 2015. Presumed incompetent: Perceived lack of fit and gender bias in recruitment and selection. Handbook of gendered careers in management: Getting in, getting on, getting out, 90.

Johnson, G., Wilding, P. and Robson, A., 2014. Can outsourcing recruitment deliver satisfaction? A hiring manager perspective. Personnel review, 43(2), pp.303-326.

Jørgensen, F. and Becker, K., 2017. The role of HRM in facilitating team ambidexterity. Human Resource Management Journal, 27(2), pp.264-280.

Lawrence, E., 2016. Gender and trade unions. Routledge.

Ożgo, E. and Brewster, C., 2015. Knowledge Flows in MNEs and the Role of HRM. In International Human Resources Management (pp. 21-36). Springer, Cham.

Phillips, J.M. and Gully, S.M., 2015. Multilevel and strategic recruiting: Where have we been, where can we go from here?. Journal of Management, 41(5), pp.1416-1445.

Regulation, P., 2018. General data protection regulation. INTOUCH.

Snell, S., Morris, S. and Bohlander, G.W., 2015. Managing human resources. Nelson Education.

Tzabbar, D., Tzafrir, S. and Baruch, Y., 2017. A bridge over troubled water: Replication, integration and extension of the relationship between HRM practices and organizational performance using moderating meta-analysis. Human Resource Management Review, 27(1), pp.134-148.

Vivares-Vergara, J.A., Sarache-Castro, W.A. and Naranjo-Valencia, J.C., 2016. Impact of human resource management on performance in competitive priorities. International Journal of Operations & Production Management, 36(2), pp.114-134. (2018). Phone Deals, SIMs & Award-Winning Broadband | Vodafone. [online] Available at: [Accessed 12 Dec. 2018].