LO1 Explain the purpose and scope of Human Resource Management in terms of resourcing

an organisation with talent and skills appropriate to fulfil business objectives

LO2 Evaluate the effectiveness of the key elements of Human Resource Management in an
organization

LO3 Analyse internal and external factors that affect Human Resource Management
decision-making, including employment Legislation

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

Introduction

Samsung is a multinational technology based organization of South Korean origin which has
its headquarter in Samsung Town, Seoul. The conglomerate many different businesses under
its affiliation that include, insurance, textiles, food processing, retail and securities. Samsung
was established by Lee Byung-chul in the year 1938 in form of a trading based company. The
group further expanded its operations in other different sectors that mainly includes
technology (Samsung.com 2019).

The analysis will be related to the human resource management based functions that are
performed in Samsung and the ways by which they are able to affect the employees and
operations of the organization as well.

Assessment of the purpose and functions of HRM in Samsung

Task 1 a

Define HRM – Human resource management based functions are mainly related to the
motivation provided to employees and the entire process of hiring that is performed within an
organization. The two major types of functions that are a part of human resource management
based activities include, managerial functions and the operative functions (Aguinis, Edwards
and Bradley 2017).

Purpose of HRM – The major managerial functions include, planning, organizing, directing

and controlling. On the other hand, operative functions mainly include, recruitment or hiring,
job design and analysis, performance appraisal, training and development, salary
administration, employee welfare, maintenance, labour relations, personal research, personal
record (Albrecht et al. 2015).

Functions of HRM – Human resource management based functions have started playing a

major role in the ways by which global organizations like Samsung are able to operate
successfully in the competitive technology based industry. The current human resource
management policies that are employed by the organizations mainly state that the hierarchical
structure of companies need to be modified in order to improve engage the employees in
different organizational processes. The human resource based functions of Samsung have a
major importance in the strategic integration of the company (Anselmsson, Bondesson and
Melin 2016).

Workforce planning

Workforce planning is considered to be a continuous process which is used for the proper
alignment of priorities and needs of an organization with the needs of the workforce. This
process is mainly used so that the organization is able to meet the regulatory, service,
legislative and production based requirements (Ayentimi, Burgess and Brown 2018).

Purpose of workforce planning for Samsung – Workforce planning is able to play a major
role in the ways by which Samsung is able to provide opportunities of growth to the
innovators. The company has aimed at increasing the levels of creativity in order to increase
the productivity (Bird and Mendenhall 2016).

Functions of workforce planning of Samsung – The most effective workforce planning

based process that can be implemented by Samsung is business plan method. The
organization needs to develop an elaborate business plan in order to manage the workforce in
an effective manner (Bakker and Demerouti 2017).

Recruitment and selection

Recruitment is considered to be a process that helps an organization to find and attract

potential resources in order to fill up different vacant positions. The candidates in recruitment
process are sourced with attitude and abilities that can help in achievement of organizational
objectives. Selection on the other hand is a process that is helpful in choosing the qualified
individuals who can fill up different positions within the organization (Bratton and Gold
2017).
Purpose of recruitment and selection for Samsung – Recruitment and selection of
employees is a major part of the operations of Samsung in the technology based industry. The
levels of productivity are increased by improving creativity of employees. The recruitment of
talented employees is considered to be significant for the growth of Samsung. The retaining
of employees is also important for the organization and Samsung provides maximum value to
the employees as well (Collings, Wood and Szamosi 2018).

Explanation of functions recruitment and selection – The functions of recruitment and

selection is considered to be important for the ways by which Samsung is able to operate in
the technological environment.

Stage 1 – Human resource plans are based on the ways by which Samsung can recruit the
employees based in needs of the organization. Job analysis is important for the employees so
that they are able to identify and further determine the detailed job duties and requirements in
order to judge whether they are fit for different organizational positions. The judgements
based on job analysis is based on judgements which are made with respect to the data that is
collected. Job description on the other hand is provided by Samsung in order to communicate
the tasks that are required to be performed by the employees (Deery and Jago 2015). Person
specification is another process that is implemented for describing the skills, experiences,
attributes and knowledge that is required for selection of the employees.

Stage 2 – Job advertisement is considered to be an electronic notification or print that is

related to an intent to hire people in a specific position in the organization. Samsung has
implemented job advertisement in order to provide information based on its requirement in
different organizational positions.

Stage 3 – The process of CV screening is applied by the management of Samsung is helpful

in analysing the employees based on different requirements related to various organizational
positions (Donate and de Pablo 2015).

Stage 4 –  The process of selection that is used by Samsung is related to different positions
that include, tests, interviews. The interviews and tests that have been used by the
organization are considered to be helpful for the company to select the employees after
completion of recruitment process (Gorman et al. 2017).

Stage 5 – The company then aims at checking the background details of the employees with
the help of information that is provided by previous employers.
Stage 6 –  Offer letter and employment contracts are important parts of the ways by which
Samsung aims at including the employees within the organizational processes (Jalagat 2016).

Stage 7 –  The progress of the employee and effectiveness of review is the last stage of
recruitment and selection based process. The selected employees are analysed and work
process is monitored by human resource management department of Samsung.

Task 1 b

Evaluation of strengths and weaknesses of different approaches based on recruitment

and selection of Samsung

Approaches of recruitment adopted by Samsung

Internal recruitment is the method that is used for the purpose of filling vacant positions in
an organization by suitable employees within premises of the business. The method can also
be understood in the ways by which existing workforce of an organization is considered for
the purpose of placing them in different job positions. Different methods that are a part of
internal recruitment include, employee referral, promotion, transfer (Kachanakova and
Urbancova 2015).

External recruitment is a method that is used for filling different posts of organizations by
employees, which exclude the existing positions. This process is based on recruitment of new
people who have the required skills in different organizational positions. The external sources
are used for filling up vacancies within the organization with the help of external recruitment
Lee, J.Y., (Park and Baker 2018).

Samsung has implemented both the processes of internal recruitment and external recruitment
in order to fill different positions in the organization. The promotion and employee referral
based processes are used by Samsung in order to recruit employees in different managerial
positions of the organization. The employee retaining based activities are considered to be
important by Samsung which leads to fulfilment of managerial positions in different
positions. Major advantage of internal recruitment is based on the encouragement of hard
work and levels of motivation within the industry (Meyer and Dunphy 2016).

Internal recruitment is also quite economical in nature. Disadvantages of this process is based
on the lack of proper choice that is provided to the management of Samsung related to the
recruitment of employees in different positions.  The advantages of external recruitment
process like, walk-ins and job advertisements used by Samsung are related to the proper
rejuvenation of the company and adaptation to changing external environment. The
disadvantages of the external recruitment method are related to the high levels of costs and
chances that are related to the wrong selection of employees in the organization (Mone and
London 2018).

Approaches of selection in Samsung

Samsung Group uses different types of selection based processes in order to attract the
employees which include, GSAT or Global Samsung Aptitude Test, technical paper,
technical interview, HR round, physical exam. The tests are conducted in such a manner that
is helpful for the organization to select the most suitable employees in different positions in
the organization. The major advantages that are related to the selection process include,
proper assessment, uniform basis, reduction of labour turnover and selection of the better
employees (Namada 2018). The disadvantages of the selection based process are, the lack of
reliability, fear exposure and wrong usage. Samsung has been able to implement different
recruitment and selection processes in order to include various employees in the
organizational processes in an effective manner (Nankervis et al. 2016).

Conclusion

 The analysis has been able to state that Samsung has been successful in implementing the
recruitment and selection based process in order to select the best employees for different job
based positions in the technology industry. The advantages and disadvantages of the
recruitment and selection based processes have led to analysis of proper usage of the
resources.

Task 2

Introduction

The British Broadcasting Corporation or BBC is public service broadcaster that is of British
origin. The headquarters of the organization are located in Broadcasting House in
Westminster London. BBC has been operating in the industry for a long period of time and
has employed more than 20,000 people in different positions in the company (Bbc.co.uk
2019). The human resource management based functions of BBC are based on significant
changes that have taken place in the organization. The four major strategic priorities of the
organization are working with business to provide efficient organizational design models,
attracting and retaining the talented people, developing an engaging work culture and
ensuring the ease of services and HR systems (Bbc.co.uk 2019).

Evaluation of the HRM practices and application in BBC

Training and development

Training and development can be considered to be a subsystem of the organization that is

mainly based on proper improvement of performance levels of the groups or individuals.
Training helps the employees to analyse their current position and development on the other
hand is helpful for formation of capacities to achieve the objectives (Noe et al. 2017).

BBC has a small team that is based on learning development process that helps in creating
and further developing new projects that are related to multiple platforms. The organization is
able to provide major training and development related opportunities to employees with the
help of BBC Academy (Popescu, Comanescu and Sabie 2016).

Reward management

Reward management process is based on the proper formulation and the implementation of
different policies and strategies which aim at rewarding people in a fair and equitable
manner. The value that is developed by the employees in the company is the base that is used
for providing effective rewards (Prieto-Pastor and Martin-Perez 2015).

The staff in BBC are provided with different types of benefits and rewards that are able to
fulfil different needs and demands. The major benefit that is provided by the organization to
employees is the pension scheme that is named as BBC LifePlan. This plan is helpful for the
employees to plan their future in an effective manner (Santhanam, Dyaram and Ziegler
2017).

Performance management

Performance management is considered to be a process that helps in the creation of positive

work based environment where the employees can provide their best performance levels.
Performance management mainly starts with the entire work based system which begins with
effective job description. This process thereby ends with the exit of employees from the
organization (Shamim, Cang and Yu 2017).
The staff appraisals in BBC are replaced with the performance development reviews. The
employees will not be appraised by the managers, on the other hand, reviews will be able to
develop a two-way conversation between the employees and managers of the organization.

Flexible working practices

Flexible working practices are based on the levels of flexibility that are provided to the
employees based on their time and place to work. This is mainly based on the flexible ways
that can be implemented by organizations for increasing the benefits of the business (Shen
and Benson 2016).

BBC has recognized the needs based on flexible working that are related to the rights of the
employees. The company aims at providing the employees a right to provide them with
opportunities based on their choice of place and time to work (Shin et al. 2015).

Task 3A

Employee relations

Employee relations is a term that is used for the purpose of defining the efforts that are
undertaken by an organization in order to manage different relationships that are present
between the employers and employees. A company that has a good relationship with
employees aims at providing consistent and fair treatment to them. The levels of commitment
of the employees towards the organization and their respective jobs can increase with the
support that is provided by effective employee relations. The loyalty levels of employees in
an organization is also high if they have an effective relationship with the employers (Stone
and Deadrick 2015).

McDonalds is an American organization that operates in the fast food industry. The
organization was established in the year 1940 and the restaurant is operated by Maurice
MacDonald and Richard MacDonald in San Bernardino, California. The organization further
modified its business operations with the help of hamburger sales, that played a major role in
changing the company into a franchise (Mcdonalds.com 2019). The logo of the organization
was introduced in the year 1953 at the location in Arizona. McDonalds has further been
successful in developing its position in the fast food industry by developing huge number of
stores all over the world. The organization has become the largest restaurant based chain in
terms of revenues. McDonalds currently has its operations in more than 100 countries all over
the world (Mcdonalds.com 2019).
Employee relations have been provided with high levels of importance in the operations of
McDonalds in the fast food industry. The organization has considered to be the most
important asset related to the growth that has been shown in different parts of the world. The
culture based on recognition has been developed in the organization that has helped the
management of McDonalds to form the employee relations. The employee base of
McDonalds consists of more than 100,000 people who are able to play a crucial role in
providing the best levels of services to the consumers (Trigeorgis and Reuer 2017). The role
that is played by the employees of McDonalds are able to increase the levels of revenues and
profitability that are earned by the organization. The motivation levels of employees in this
case are also quite high and have a major impact on the operations of the company (Wright
2018).

The employee relations management in McDonalds is based on the operations of human

resource management based department of the organization. The levels of control in
McDonalds are not only based on the direct supervision and different machines that are used
for production purposes. The skilled and unskilled workers of the organization are provided
with same levels of importance in the organization (Shen and Benson 2016). The operating
procedures of McDonalds are completely based on the employees in different positions in the
organization. The efficiency of McDonalds can be disrupted in a huge manner by the
unskilled workers. The efforts that are taken by the employees are based on the positivity of
climate that has been developed in McDonalds (Wright 2018).

The employee relations in McDonalds are maintained with the help of proper motivation and
rewards that are provided to the employees in the organization. Different schemes are
implemented by the organization in such a manner that can motivate the employees to
provide the best levels of services. The performance levels of McDonalds have been
improved with the help of proper motivation and engagement based activities. The reward
based programmes that have been designed by the organization are aligned with the
objectives and goals that are set by McDonalds (Santhanam, Dyaram and Ziegler 2017).

McDonalds has also been recognized in the year 2012 for the approach that has been taken
based on the employee relations and benefits that are provided to them. The business strategy
of McDonalds has also been benefitted by the employee relations that have been formed by
McDonalds. The relations with employees in McDonalds are able to provide major support
based on decisions that are made by the organization (Nankervis et al. 2016).
Employee involvement is the key to success and growth of McDonalds in the fast food based
industry. The business objectives and goals of the organization are based on the levels of
involvement of the employees in different activities. The company is able to operate in the
industry in a profitable manner with the help of proper collaboration of employees. Different
levels of operations of the company are related to the service levels of the employees (Mone
and London 2018). The organization has been able to develop the five major principles of
employee engagement. This is termed as the “five vital ingredients to great customer
experience”. The strategy based on employee recognition is also aligned with the principles
that are related to effective employee engagement (Donate and de Pablo 2015).

Employee participation can also be considered to be an important part of the engagement

based activities of the organization. The employees are able to participate in different
operations of the organization and can reach the customers easily with the help of their
services.

Psychological contract can be defined as the unwritten expectations based on employment

relationships that are different from the formal contracts that are made between the
employees and management of companies. The relationship between the employees and the
employers is a major factor that is able to affect the psychological contracts (Nankervis et al.
2016). The employees of McDonalds are also a part of the psychological contract that has
been developed in order to increase the levels of loyalty. The company aims at providing the
required levels of recognition to the employees in order to gain their trust.

Employment relationship can be defined as a legal link that is developed between the
employees and employers of an organization. The obligations and rights of the employees in
an organization are a part of the employment relationships that are developed by the
management. McDonalds has also developed relationships that are able to help the employees
work in a collaborative manner with each other. The organization has shown immense levels
of growth in its revenues in various parts of the world with the help of proper contracts that
have been made with the employees in different parts of the world (Kachanakova and
Urbancova 2015).

UK employment legislations

Equality Act 2010 is able to protect people from discrimination in workplace or in the society
in a legal manner. This has replaced the previous anti-discrimination based laws with the help
of single Act. The ease of implementation of the law has increased in this way. The
employees can thereby be provided with optimum levels of protection from different factors
that can have an impact on the levels of profitability (Deery and Jago 2015).

The Health and Safety at Work Act 1974 (HASAWA) provides details based on wide range
of duties of the employers. The employers need to protect the levels of safety and health of
the employees in order to continue its operations in the industry. The safety needs to be
provided to the employees in premises of the organization and it includes all types of workers
like, temporary workers, casual workers, self-employed workers, visitors, clients and general
public (Albrecht et al. 2015).

The two mentioned acts have a major importance in the operations of McDonalds in the
highly competitive fast food based industry. The organization will be able to retain the
employees in different areas and posts with the proper implementation of the two acts. Proper
management of diverse employees is considered to be an important part of the operations of
McDonalds in different parts of the world. The consumers of McDonalds also belong to
different backgrounds and ethnicities (Popescu, Comanescu and Sabie 2016).

The creativity levels of the employees can be increased if the diverse nature of the
organization is maintained in an effective way. The health and safety based Act is also
important for the proper care that is taken by the management of McDonalds of the
employees who are a part of different operations of the organization in various parts of the
world. The organization needs to implement both the acts in such a manner that will help in
maintaining its position in the industry (Anselmsson, Bondesson and Melin 2016).

Task 3B

Company overview 

McDonalds is an American fast food based organization that was established in the year
1940. The organization was founded by Maurice Macdonald and Richard Macdonald. The
company has developed its topmost position in the fast food industry based on revenues that
are earned (Mcdonalds.com 2019).

Importance of recruitment and selection process

The recruitment and selection based process is important for McDonalds as the employees
are the core part of operations of the organization in the industry. The organization has been
successful in different parts of the world with the help of the efforts provided by the
employees (Anselmsson, Bondesson and Melin 2016). McDonalds has provided major
importance to the proper recruitment and selection based process in order to continued its
growth all over the world. The recruitment process of the company is also based on the high
levels of diversity that exist in the employee base and the ways by which diverse employees
are able to provide the best levels of services.

Sub-sections of the report

This task will be based on the role play that will help in understanding the role that is played
by employees in the success of McDonalds.

Scenario B

 Job Description for the position of HR administrator for MacDonald’s

Job Title: HR Administrator

Salary Band- £22,069 a year

Hours– 8 hours

Accountable to– performance in probation period

Location– McDonald’s Office Lockerbie, U.K

Job Responsibilities

1. Updating the internal Human Resource databases

2. Preparing the Human Resource documents

3. Maintaining and organising the personnel records

Job brief

MacDonald’s is looking for an HR administrator for supporting our HR department. You are
expected to act as the first point of contact for the HR-related questions from the external
partners and the organisational staffs. Your main responsibilities would include maintaining
and organising the personnel records, preparing the Human Resource documents and
updating the internal Human Resource databases

 Person specification for the position of HR administrator for MacDonald’s

MacDonald’s is one of the equal opportunities employer that is committed towards providing
equal and fair opportunities to its employees regardless of their race, culture, caste, marital
status, gender, age or disablement. The person specification is designed for helping the
interviewing panel members for judging the qualities of the conducting interview in
consistent and systematic manner and is given to both of the job applicants for gaining
detailed information

Experience

1. Considerable experience of the HR administration

2. Experience of making use of HR IT System

3. Knowledge regarding the general office procedures and practices

4. Experience of producing documentation and letters by making use of IT

5. Experience of how to prioritize the workload, dealing with the conflicting priorities

6. Maintaining some comprehensive records and having knowledge about general IT

systems and applications like databases, spreadsheets etc.

Skills and abilities

1. Ability of undertaking routine calculations

2. Ability of dealing with sensitively the confidential information

3. Administrative and clerical skills

4. Having time management skills

5. Ability of completing the work within the set deadlines

6. Ability of communicating with both the internal and the external contact present at all
levels in effective way.

7. Ability of composing and producing standard letters and various reports by making
use of IT applications like Windows Outlook, Word, Excel etc.

8. Ability of undertaking research

Qualifications
 1. Bachelor’s Degree in HR management with at least 4 years of experience in the same
field.

2. Job advert suitable for different media for this position

Interview script

Panel List: (here put name each student in the Group, note that all of you are acting as HR
Manager for McDonald)

 Name & Surname: HR Manager

 Name & Surname: HR Manager

 Name & Surname: HR Manager

Meet and Greet: 

Purpose of the interview: To select the best candidate for the position of HR administrator
in McDonald’s

 Name & Surname:

 Q1: What do you think is the key factor for the management of an office
efficiently and effectively?

 Q2: Describe your knowledge in the area of financial transactions

  Q3: Give one example where you have maintained records and files, both
paper as well as electronic

 Q4: Describe your approach towards problem-solving

 Name & Surname:

 Q1: Describe you experience of supervising the other employees.

 Q2: How do you react when you see others rejecting or resisting your actions
and ideas?

 Q3: What methods do you make use for making decisions?

 Q4: Explain the term “work ethics”.

 Name & Surname:

 Q1: What is your work ethics?

 Q2: Describe what you classify as a major crisis

 Q3: Describe your perspective of ideal work environment

 Q4: How would you describe as ideal supervisor?

Interview Warp-Up: Okay, Well…. It was nice talking you (shaking hands). Will inform
you our decision as soon as possible.

Selection criteria indicating the scores of both the candidates interviewed

Selection Criteria Sheet: Candidate A

Interview: HR Administrator- McDonald 

Interviewers: HR manager   

Interviewee: abc

Date: 25-02-19      

Time: – 12:00p.m

Selection Criteria Poor Average Good Very Outstanding

(1) (2) (3) Good (5)
 (4)

Communication
    3    
Skills

Problem Solving
      4  
Skills

Teamwork       4  

Self-Confidence       4  

Knowledge about
    3    
the Company

Motivation       4  

Total Score: 22

Selection Criteria Sheet: Candidate B

Interview: HR Administrator- McDonald 

Interviewers: HR Manager

Interviewee: xyz

Date: 25-02-19             

Time: 1:00p.m

Very
Poor Average Good Outstanding
Selection Criteria Good
(1) (2) (3) (5)
(4)

Communication
      4  
Skills

Problem Solving
        5
Skills
 Teamwork         5

Self-Confidence     3    

Knowledge about
    3    
the Company

Motivation     3    

Total Score: 23

Employment Offer Letter

Date:

Name- XYZ
Address: _________

RE: Job Offer Letter for the Position of HR Administrator for McDonald

Dear XYZ   

Following our recent discussions, McDonald’s is pleased to offer you the position of Senior
HR Administrator in the Department of HR Administration. We are very excited about the
potential you and your experience bring to the table and we hope that you are equally pleased
with this opportunity. We are confident that you will find this new opportunity both
challenging and rewarding.

As we have discussed, you will be working in our Lockerbie office. Upon the completion of
orientation, you will begin your job duties.

The following points outline the terms and conditions we are proposing in this offer:

 Title: Senior HR Administrator

 Start Date: 1-03-19

 Salary: £22,069 a year

 Probation: 3 months

 Hours of Work: 8 hours

  Reporting to: Mr. Simon Hinduja

Kindly find the employment contract attached. You are kindly requested to sign the contract
and send it back to us at mcdonaldslockerbie@gmail.com no later than 5 working days.

We look forward to a long lasting and mutually beneficial relationship in an atmosphere that
is successful and mutually challenging and rewarding. We are confident that your abilities
will play a key role in our company.

Please do not hesitate to contact us if you have any additional questions.

Sincerely,

John Callions

HR Manager

McDonalds

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