UNIT 3

HUMAN RESOURCE
MANAGEMENT
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TABLE OF CONTENTS
TASK 2

INTRODUCTION .................................................................................................................................................. 3

EFFECTIVENESS OF KEY ELEMENTS OF HUMAN RESOURCE MANAGEMENT ................................... 3

ANALYSIS OF INTERNAL AND EXTERNAL FACTORS THAT AFFECT HUMAN RESOURCE

MANAGEMENT DECISION MAKING .............................................................................................................. 4

EMPLOYEE RELATION ................................................................................................................................. 4

IMPROVED COMMUNICATION CHANNELS ........................................................................................ 4

CAREER DEVELOPMENT OPPORTUNITIES ......................................................................................... 5

SHARED VISION ........................................................................................................................................ 5

MOTIVATION ............................................................................................................................................. 5

GOOD HEALTH AND SAFE WORKING ENVIRONMENT.................................................................... 5

EMPLOYEE LEGISLATION ........................................................................................................................... 5

EQUALITY .................................................................................................................................................. 5

EMPLOYMENT PROTECTION ................................................................................................................. 6

HEALTH AND SAFETY AT WORK .......................................................................................................... 6

APPLICATION OF HUMAN RESOURCE MANAGEMENT PRACTICE IN A WORK RELATED CONTEXT

................................................................................................................................................................................ 7

JOB SPECIFICATION ................................................................................................................................. 7

INTERVIEW SELECTION CRITERIA ...................................................................................................... 8

EVALUATION OF PROCESS .................................................................................................................... 9

CONCLUSION ...................................................................................................................................................... 9

TASK 1B

CRITICAL EVALUATION OF DIFFERENT APPROACHES OF RECRUITMENT AND SELECTION

PROCESS ............................................................................................................................................................. 11

INTERNAL SOURCES OF RECRUITMENT AND SELECTION ............................................................... 11

EXTERNAL SOURCES OF RECRUITMENT AND SELECTION .............................................................. 12

REFERENCES ..................................................................................................................................................... 13

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TASK 2

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INTRODUCTION
Human resource management is the process of planning, developing and administering the
policies and development program of human resources in the organization (Beardwell, 2004).
It is mainly concerned with the effective exploitation of human resources to bring good result.
Effective practice of human resource management will benefit both employer and employees.
This report explains how human resource management at Walmart enables to achieve the
organizational goals and objectives. This report also evaluated the effectiveness of the human
resource practice stating how it increases profit and productivity.

EFFECTIVENESS OF KEY ELEMENTS OF HUMAN RESOURCE

MANAGEMENT

The main aim of Human resource management at any organization is to maintain effective
human resources at the workplace. Effective practice of human resource management will
benefit both employer and employees (Mathis & Jackson, 2003).

Employee satisfaction at the workplace will help the employees improve the employee
performance (Mathis & Jackson, 2003). For this reason, Walmart provides the employee with
work flexibilities. The newly implemented Flexible working schedule at Walmart, not only
strengthened the employee commitments, it also enhanced them in handling situations which
might be proved unsafe for the company functionality. It actually motivated them in working
perfect with positive impact over the outcome.

Furthermore, Walmart’s development and training policies open the opportunity to train and
development programs for the employees. This Development and Training policies also
focuses on the loyalty and motivation of the employees to improve the employee performance.
Walmart looks the process of training and development as one of the integral activities. Their
various forms includes Induction Training, Training on Job Instruction, Refresher Training,
Vestibule Training and Apprenticeship Training. In today’s world training stands as one of the
important practices which assist employees in bringing improvement to their level of
competency. It increases their efficiency with an extra advantage of increasing their
effectiveness towards what they are functioning. Development, on the other hand, implies
opportunities that get crafted for the growth of an employee. Thus, Walmart works for the
development of employee morale, engagement and employee commitment. In this way, human
resource management contribute in the employee development of the organization (Gilmore &
Williams, 2009).

Effective human resource management practice also enables the employer to reduce employee
turnover by providing an effective workplace design and reward system which can boost the
performance, profit and productivity of an organization such as Walmart. Hence, Walmart
should ensure effective human resource management at the workplace in order to maintain

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good relationship with employees to avoid deterioration of the overall performance of the
company (Mathis & Jackson, 2003). Both Extrinsic and Intrinsic rewards are used in Walmart
to keep the employees motivated. Extrinsic rewards are the tangible reward systems which
managers proffer to the employees in terms of bonuses and pay rises. Intrinsic rewards are the
non-physical rewards which get proffered emotionally towards the employees which includes
praise letters or motivational quotes received by an employee on completion of a successful
project. According to theories of ‘Content and Process’, motivation remains a procedure with
which an individual’s thinking process gets influenced and enhances them in achieving their
goal more perfectly. It can be financial and non-financial. For the former, the organization
would be making payment because of their performance whereas for the latter, non-financial,
praising enhances the employee performance.

As the largest retail corporation, Walmart Human resource management practice also applies
the external sources of recruitment and selection of employees which allows Walmart to hire
innovative and creative employees with new ideas. Thus, making the human resource
management at Walmart heavily contribute towards the effective brand development.

ANALYSIS OF INTERNAL AND EXTERNAL FACTORS THAT

AFFECT HUMAN RESOURCE MANAGEMENT DECISION
MAKING

Key internal and external factors that affect the Human Resources Management decision
making includes the Employee Relations and Employment Legislations.

EMPLOYEE RELATION
It is a manner with which the management interacts and addresses each employee. Maintaining
a better relationship will be reducing any kind of workplace conflicts along with some more
advantages such as raising staff morale and increment of the entire organization productivity
(He, Lai, & Lu, 2014). To improve the performance of the employees at workplace, the human
resource management must ensure the effective employee relations. If an organization such as
Walmart fails to manage good employee relations, the overall performance of the company
will be deteriorated (Polachek & Tatsiramos, 2008).
Walmart can adopt following strategies to maintain good employee relations-

IMPROVED COMMUNICATION CHANNELS

Maintaining a proper hierarchy, the management makes sure that all the employees are having
access to every level so that they can feel their priority of service as well as their importance
within the organization. The employer should provide necessary information to the employees
to keep them updated about the operation of the company. For example, Walmart should give
information to the employees about new arrival or products and features of products to the sales

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personnel. This will enable Walmart employees to increase the sales by giving the customer
information. This will also help sales personnel maintain good relation with customers. Thus,
employees will be able to perform at a satisfactory level (Guffey & Loewy, 2010)

CAREER DEVELOPMENT OPPORTUNITIES

The employees work at the organization to build their expected careers. For this reasons,
Walmart should give the employees career development opportunities. It should commit that
the employees will be prompted based on the performance. Thus, the employees will be
motivated as well as loyal to the company and as result the employee relation will be improved
(Jeff, 2008).

SHARED VISION
Walmart has developed its vision in such way that it stimulates the employees to give the better
performance of the employees. This vision has been designed aligned with the objectives of
the employees (Jeff, 2008). For making each and every employee feel special, importantly the
company is needed to share the plan of the company with their every staff.

MOTIVATION
Employee should be motivated to maintain good relationships with the employers. If Walmart
motivates the employees, they will be more effective to their performance. For example, it
should provide employees rewards, incentives, promotion and increase the salary of the
employees to maintain good employee relations (Mondy, Noe, & Gowan, 2005).

GOOD HEALTH AND SAFE WORKING ENVIRONMENT

The employer must ensure the good health of the employees. Walmart provides the employees
good work environment, safe instrument to use as well as give them travel opportunities which
helps the Walmart management to maintain good employee relations (Mondy, Noe, & Gowan,
2005).

Ultimate goal of employee relations at Walmart is to bring good outcome for the company and
contribute in the improvement of the employee performance.

EMPLOYEE LEGISLATION
The purpose of employment law: Apparently employment law got into effect when
industrialization was spread all over the world. In fact, this very term bring about a lot of change
to a nation. Some of the key highlights of the employment legislation which affects the HRM
decision making in a company such as Walmart includes;

EQUALITY
This act states that the organization must ensure the equal opportunity for all the people or
employees at the organization (Mullins, 2005).
This act does not allow any discrimination based on the sex, age, race, gender or religion.

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EMPLOYMENT PROTECTION
This act states the organization should provide a certain structure of salary, working hours,
pension or commencement of job. Walmart human resource manager should provide the
employees with effective salary structure. Otherwise, the court can declare the company at the
breach of law (Mullins, 2005).

HEALTH AND SAFETY AT WORK

The employer must ensure the good health of the employees. For example, Walmart provides
the employees good work environment, safe instrument to use as well as give them travel
opportunities. These will help the Walmart to maintain good employee relations (Mullins,
2005).
According to Health and Safety at Work Act, Walmart should maintain the following things-

 Walmart should ensure effective work environment and operation system.

 It should ensure safe access and exit for the employees.
 It should have primary treatment facility.
 Walmart should give the employees training on safety and health management.
 Dismissal and employment Contracts
Both employers and employees can terminate the job contract. The employers use dismissal
and employees use resignation. But, they both should comply with the legal rules and
regulations (Mullins, 2005).

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APPLICATION OF HUMAN RESOURCE MANAGEMENT

PRACTICE IN A WORK RELATED CONTEXT

A portfolio as a new employee in the HR department at Walmart for the post of HR Assistant
Officer has been illustrated in a work related context.

JOB SPECIFICATION
Job specification describes the knowledge, skills and abilities of the employees to perform the
duties and responsibilities of the employees (Jeff, 2008). The human resource management
develops the job specification to attract and appoint effective human resources for the
company. A job specification for the Post of HR Assistant Officer at Walmart is as following.

Job Specification

Position: Assistant Officer

Department: Human Resources

Minimum Academic Qualification:

Diploma in Human Resources or related field

Personal Attributes:
Young and energetic
Good communication skills
Leadership
Good interpersonal skills

Experience:
2 years’ experience in the field will be an advantage

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CURRICULUM VITAE
Following find a prepared CV to apply for one of the positions advertised by another team.

Curriculum Vitae

Name Mohamed Ahmed

Address Newhome, Majeedhee Magu, Male'
Contact (960) 9797979
Email Mohamedofficial@email.com

Professional Profile
I have 2 years experience in this field and believe I have the aualities and skills that this job requires. I
am deteremined, hardworking and can withstand pressure to optimum level. I am a good motivatortoo
and I believe these qualities of mine will help your organisation to develop further. Obviously, i will
devote my fullest skills for the development of the organization.

Educational Qualification
A'Levels Villa Internal Highschool, 2010
BBA HRM, 2013

Associated Experience
2 years experience as an Assistant HR officer at Champa Moon PLC

Key Skills
Certificate Level III in Information Tehcnology

Interests
Travelling and reading

* References are avialable on request

INTERVIEW SELECTION CRITERIA

To identify the best employees from the pool of applicants following criteria will be used-
Level of Education.
Experience
Communication skills
HR knowledge
Language skills and mental ability
Physical appearance
Age- people with age 24 - 32 will be given

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If the Walmart uses these criteria, the human resource management will be able to attract the
effective employees for the job. These criteria will also help to conduct selection process much
more efficiently.

EVALUATION OF PROCESS
This process will be effective for Walmart in such way that it will help the company to attract
suitable candidates for the company. The process will also help to reduce the cost of recruitment
and selection. This is because; the process will not allow the ineffective employees to apply for
the job. Thus, Walmart HR managers will be able to reduce the time expensed for the
recruitment and selection process (Mathis & Jackson, 2003).

CONCLUSION

From above report of Walmart HRM practice, it is to state that human resource management
at Walmart can increase the profits by reducing the employee turnover. If Walmart implements
external recruitment strategy, it will be able to hire innovative and creative employees for the
organization. Thus, human resource management at Walmart will contribute in the effective
brand development. Walmart should ensure effective human resource management at the
workplace. Otherwise, the employer will not be able to maintain good relationship with
employees. And, this will deteriorate the overall performance of the company.

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TASK 1B

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CRITICAL EVALUATION OF DIFFERENT APPROACHES OF

RECRUITMENT AND SELECTION PROCESS

Based on job analysis and design, an organization can determine the kinds of employees it
needs. With this knowledge, it carries out the function of recruiting and hiring employees.
Recruitment is the process through which the organization seeks applicants for potential
employment. Selection refers to the process by which the organization attempts to identify
applicants with the necessary knowledge, skills, abilities, and other characteristics that will
help the organization achieve its goals (Noe, Hollenback, Gerhart, & Wright, 2011).

INTERNAL SOURCES OF RECRUITMENT AND SELECTION

Internal sources are employees who currently hold other positions in the organization.
Organizations recruit existing employees through job posting, or communicating information
about the vacancy on company bulletin boards, in employee publications, on corporate
intranets, and anywhere else the organization communicates with employees. Managers also
may identify candidates to recommend for vacancies. Policies that emphasize promotions and
even lateral moves to achieve broader career experience can give applicants a favorable
impression of the organization’s jobs (Noe, Hollenback, Gerhart, & Wright, 2011).

For the employer, relying on

internal sources offers several
advantages. First, it generates
applicants who are well known
to the organization. In addition,
these applicants are relatively
knowledgeable about the
organization’s vacancies, which
minimizes the possibility they
will have unrealistic
expectations about the job. Finally, filling vacancies through internal recruiting is generally
cheaper and faster than looking outside the organization.

The value of a strong internal hiring system can be seen in the leadership of leading insurance
company of Maldives, Allied Insurance. The Managing Director, Ahmed Ameel, has been with
Allied Insurance for more than 20 years, starting out as a junior underwriter. From that entry-
level position, he worked his way into management. Along the way, he held jobs in almost
every department. Thus, proving that although it have cons, internal sources of recruitment do
make employees more motivated.

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EXTERNAL SOURCES OF RECRUITMENT AND SELECTION

Despite the advantages of internal recruitment, organizations often have good reasons to recruit
externally. For entry-level positions and perhaps for specialized upper-level positions, the
organization has no internal recruits from which to draw. Also, bringing in outsiders may
expose the organization to new ideas or new ways of doing business. An organization that uses
only internal recruitment can wind up with a workforce whose members all think alike and
therefore may be poorly suited to innovation. And finally, companies that are able to grow
during a slow economy can gain a competitive edge by hiring the best talent when other
organizations are forced to avoid hiring, freeze pay increases, or even lay off talented people.
So organizations often recruit through direct applicants and referrals, advertisements,
employment agencies, colleges, and Web sites.

External Sources: Job posting on websites

For example the marketing departments of both Dhiraagu and Allied Insurance hired marketing
executives from external sources in order to bring new innovative ideas to promote their
respective brands. Today these two companies are the companies with the strongest marketing
campaigns.

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REFERENCES
Beardwell, I. (2004). Human Resource Management a contemporary Approach . Harlow:
Prentice Hall.

Gilmore, S., & Williams, S. (2009). Human Resource Management 1st ed. Oxford: Oxford
University Press.
Guffey, M., & Loewy, D. (2010). Essentials of business communication.

He, Y., Lai, K., & Lu, Y. (2014). Linking organisational support to employee commitment.
The international journal of Human Resource Management.
Jeff, C. (2008). Strategic Management . Loas Angeles: SAGE.

Mathis, R., & Jackson, J. (2003). Human Resource Management 1st ed. Ohio: Thomson/South
Western.

Mondy, R., Noe, R., & Gowan, M. (2005). Human Resource Management. New Jersey:
Pearson Prentice Hall.
Mullins, L. (2005). Management and Organisational Behaviour . Edinburg: Pearson
Education.

Noe, R., Hollenback, J., Gerhart, B., & Wright, P. (2011). Fundamentals of Human Resource
Management. NY: The McGraw-Hill Companies, Inc.

Polachek, S., & Tatsiramos, K. (2008). Work, Earning and Other Aspects of the Employment
Relation. Bingley: Emarald Group.

UNIT 3HUMAN RESOURCE MANAGEMENT