Pearson

Higher Nationals in

Business
ASSESSMENT BRIEF

Unit: 3 Human Resource Management

For use with the Pearson BTEC Level 4 Higher National Certificate and
Level 5 Higher National Diploma in Business

Brief Number: 1&2

First teaching from September 2018

Issue 2
 Higher National Certificate/Diploma in
Business

Assessment Brief
Student Name/ID Number

Unit Number and Title 3 Human Resource Management

Academic Year 2019

Unit Tutor Mohammad Ahsan Khan

Assignment Title Human Resources Employee Induction Manual

Issue Date 20/11/2019

Submission Date 3/12/2019

IV Name & Date Hatif Roohan chishti

Submission Format

The submission is in the form of an HR employee induction manual. This should be written in a concise,
formal business style using single spacing and font size 12. You are required to make use of headings,
paragraphs and subsections as appropriate, and all work must be supported with research and referenced
using the Harvard referencing system. Please also provide a bibliography using the Harvard referencing
system. The recommended word limit is 2,000–2,500 words, although you will not be penalised for
exceeding the total word limit.
Unit Learning Outcomes

LO1 Explain the purpose and scope of Human Resource Management in terms of resourcing an
organisation with talent and skills appropriate to fulfil business functions.

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

Assignment Brief and Guidance

Scenario and activity:

As a newly appointed assistant human resource officer for [named organisation/an organisation of your
choice – your own place of work if appropriate] you have been tasked with producing an employee
induction document for new staff being recruited into the Human Resources (HR) department.

The document will provide details on the purpose of HR and the main HR functions within the
organisation with an overview of different HR practices.

The Employee Induction document should cover then following:

1. An introduction to the chosen organisation including mission statement, purpose and core
business objectives.
Solution:

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Introduction:
Adidas is a german multinational corporation that designs and manufactures sport shoes,
clothing and accessories. Adidas was founded in 1924 by Adolf Dassler. and got registered in
1948. It is is the large sport wear manufacturer in Europe and second biggest in the world. It is
the holding company for the Adidas group, which consists of the Reebok Sport wear company.
The brand works out 3 major lines which are Adidas performance, Adidas style and Adidas
Original. The company also manufactures products such as bags, shirts, watches and other
sports and clothing related goods. Adidas’s strongest consumer market has been with athletes or
those who are in their teens and are passionate about sports. However Adidas plans to target
and strengthen their brand in the teen – old age groups. Adidas primarily targets sports
participants and non-athletes who are inspired by sports.

Mission of Adidas: The Adidas Group strives to be the global leader in the sporting goods
industry, with brands built on a passion for sports and a sporting lifestyle. They are committed
for continuously strengthening their brands and their products to improve their competitive
position.

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Vision of Adidas: “To be the most respected and successful enterprise, delighting customers
with a wide range if products and solutions in the automobile industry with the best people and
the best technology”.
Strategy Statement: Adidas group aims to increase their sales by 60% while growing their net
income by 15% over the next 5 years, by combining technology and design to provide the best
footwear to their customers which are professional athletes and those who are inspired by
sports.
Purpose: Adidas targets mainly competitors in athletics and non athletics inspired by sports.
The goal of Adidas is to provide their customers with the best shoes mixing technology and
design. Although sports are their main goal, clothing is often used as a statement of style.

Core Business Objectives: Adidas always focuses on the phrase “Creating the New” for their
strategic business plan. Adidas is excited for their future since the sporting goods industry is
one of the fastest growing industries in the market. “Creating the New” is aiming at increasing
brand desirability. The Adidas Group’s net income is expected to grow by about 15% on
average by the year 2020. For their strategic choices they focus on speed, cities and open
source. As far as speed-goes are concerned they aim to rapidly becoming quick internal
decision making and to meet consumer needs. Through managed space operations, the Adidas
group will increase its revenues to over 60 million while increasing e-commerce to over 2
billion by 2020. Adidas expects to provide their customers with more customisation options.
Adidas will be the first sports brand that invites athletes, partners and consumers to be part of
their brand which is creating open source. The Adidas group will focus investing across their
core brand portfolio: Adidas, Reebok and TaylorMade.

Core Values: The core values of Adidas includes “efficiency, enthusiasm, dignity and
inclusion” They are the principles that have kept Adidas ahead of its game for decades. They
ensure that the company’s tactical strategies comply with the statement of mission and vision.

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 2. An explanation of the purpose of the HR function and the key roles and responsibilities of the
HR function, highlighting the significance that HR plays in acquiring talent to meet business
objectives.

Solution:

HRM: Human Resource Management is defined as the part of procuring developing and maintaining competent
workforce to achieve the goals of an organisation in an effective and efficient manner. HRM is the function
performed in an organisation that facilitates the most effective use of people to achieve organisational and
individual goals. It is also a function of management concerned with hiring motivating and maintaining people in an
organisation. It focuses on people in organisation.

Concept of HRM: Human Resource Management means Management of people at work. HRM is the process which
binds people with organisations and helps both people and organisations to achieve their goals. Various policies,
processes and practises are designed to help both employees and organisations to achieve their goals. HRM is a
branch of management that deals with the human dimensions of management of the organisation. As
organisations consists of people therefore acquiring them, developing their skills, providing them motivation in
order to attain higher goal and ensuring that the level of commitment is maintained are the important activities.

Purpose of HRM:
The purpose of HRM in a business is to manage the workforce of Adidas so that Adidas has enough suitable staff to
carry out all necessary tasks in an effective and efficient way. And to improve the productive contribution of
people to the organisation in ways that are strategically, ethically and socially responsible. Its main purpose is to
support the achievement of the Adidas’s objectives. HRM also provides a sense of purpose and direction to its
employees. And it develops a way of thinking that can be applied to any HRM issue arising in the organisation, to
see how value can be created from it. And it also ensures that HR practises are integrated and mutually supportive.
Functions of HRM:

Managerial Functions:

 Planning: Planning is necessary to give theAdidas its goals and directions to establish best procedure to

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 reach the goals. Planning staff levels requires that an assessment if present and future needs of the
organisation be compared with present resources and future predicted resources. Appropriate steps then
be planned to bring demand and supply into balance.
 Organising: After objectives have been established and plans been developed then personal manager of
Adidas must design and develop organisational structure to carry out various operations such as :
Grouping of personnel activity
Assignment of different groups of activities to different individuals.
Delegation according to task assigned.
Co-ordination of activities of different individuals.
 Directing: The direction function involves encouraging people to work willingly and effectively for the goals
of the Adidas. It includes activities like getting subordinates to get the job done, maintaining morale
motivating subordinates etc. For achieving the goals of the Adidas.
 Controlling: Controlling helps to evaluate and control the performance of the development in terms of
various operative functions of Adidas. It is a process of setting standards for performance, checking to see
how actual performance compares with these set standards and taking corrective actions as needed.

Operative Functions:

 Procurement: The first operative function of personnel management is procurement: It is concerned with
procuring and employing people who possess necessary skill, knowledge and aptitude. Under its purview
you have job analysis, manpower planning, recruitment selection, placement, induction and internal
mobility. It involves procuring the right kind of people in appropriate number to be placed in Adidas.
 Development:This function involves activities meant to improve the knowledge, skills, aptitudes and values
of employees so as to enable them to perform their jobs in a better manner in future. These functions may
comprise training to employees, executive training to develop managers, succession planning, organisation
development to strike a better fit between Adidas’s culture and employees.
 Compensation: compensation function involves determination of wages and salaries matching with
contribution made by employees to Adidas’s goals. It ensures equitable and fair remuneration for
employees in the Adidas. It consists of activities such as job evaluation, wage and salary administration,
bonus, incentives, pay roll administration, benefits and perk etc.
 Integration: integration involves motivating employees of Adidas through carious financial and non
financial incentives, providing job satisfaction, handling employee grievances through formal grievance
procedures, collective bargaining and developing sound human relation.
 Maintenance: The last phase of HRM process is called maintenance function, the main objective of this
function is to do such HRM activities that maintains employees commitment and loyalty with the Adidas.

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Key roles and responsibilities of HRFunction:

Key roles are listed below:

 Acting as a single point of contact for internal clients.
 Supporting internal clients in achieving their business goals.
 Providing instant and immediate feedback on all HR Processes, procedures and
initiatives.
 Leading change management projects for internal clients and human resources.
 Designing robust succession pipelines and supporting the talent management for the
entire organisation.
 Acting as the independent advisor for employees in tough situations.

Key Responsibilities are mentioned below:

 Drive strategic workforce planning.
 Set simple and performance driven compensation strategies and compensation policies.
 Identify rich recruitment sources and utilise the full recruitment potential of the
organisation.
 Develop top talents and focus he investments of training funds.
 Being the contributing team member of HR projects.
 Build direct communication channels and support honest and quick information flow.

The significance that HR plays in acquiring talent to meet business objectives.

To properly manage their human resources most profitable corporations point out their success. This also
extends to small businesses, and since small businesses lack multinational corporate financial capital,
successful HR is essential. Managing employees involves balancing with the company’s objectives and
aspirations. The goals and objectives of a corporation often include longevity, profit making, gaining
market share or gaining worldwide recognition. HR ensures that a company prospers by allowing
employees to make things happen in a productive manner. Talent management is not just a simple HR key

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term one will come across but It is also committed to hiring, managing, developing and retraining the
industry’s most talented staff. In fact it plays an important role in the business strategy since it manages
one of the company’s most important assets – It’s people. Below are some steps which HR takes to make
sure that right talent is being hired to meet the business objectives:

 Maintain Adequate Staffing:The primary concern for the HR managers is to ensure that the
business is properly staffed and thus the human resources it requires can be drawn. It includes the
layout of organisational structures and the definition of specific employee groups working under
what type of contract. Then they recruit and train the right people. In the job market HR executives
strive to ensure that only the best and most qualified workers are hired to help meet the company’s
priorities and objectives such as Profitability.
 Maximise Employee Performance: HR managers must ensure that employees are well motivated
and dedicated to maximise their performance once the required workforce is in place. HR
managers must promote the success of an individual employee by using different motivational
methods such as promotion, enhanced pay, etc. They also train employees and negotiate better
performance with officials from trade union. If their performance or conduct is unsatisfactory, HR
managers may also assist in disciplining errant workers.
 Facilitate change management: Change is inventible in an organisation, It can be organisational,
involving task reorganisation or hiring new people to fill specific roles. Change occurs at other
times to change attitudes, philosophies and organisational norms. HR managers recruit or develop
people with the leadership skills needed to steer the process of change. They also report incoming
changes to employees and help them to adjust accordingly.
 Ensure Effective Administration: HR managers are responsible for facilitating the organisation’s
smooth operation. They have to maintain inclusive and accurate data on individual employees.
Such data includes performance reports for employees, their terms and conditions of employment,
records of training and attendance and personal details. To ensure that the company complies with
legal regulations such as national minimum wage regulations, accurate record keeping is essential.

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3. Explain the strengths and weaknesses of different approaches to recruitment and selection and
also you need to evaluate critically the strengths and weakness of different approaches to
selection and recruitment
Solution:
One of the basic Hr method is the recruiting and selection system. Recruitment and selection is
a very sensitive process as many managers have a need to hire new employees and this process
is always under strict supervision from their side. Recruitment ad selection are personnel
management’s two most important functions. . Recruitment process can be performed in many
ways such as internal or external, and it includes recruitment policies such as work ads, jobs
application process, reviews, job descriptions and legislations and training. Recruitment and
selection is primarily aimed at achieving one’s goal end, assigning the right person to the right
job. Recruitment refers to the process of attracting, screening and selecting qualified individuals
for an organisation. It is the process of choosing the most suitable candidates from those who
apply for the job, it is a process in which desired candidates are offered jobs.

Recruitment:
Recruitment is the activity that establishes the relationship between the employer and the
applicant. Recruitment aims to create jobs for a large number of employees. The recruitment
process is simple and applicant just needs to submit the application without too much demand
from the company. Human resource departments only need to select the appropriate application
and receive the candidate. So the process does not take much time and expense from the
candidates themselves. To apply for a job by submission candidates must fill out a full
application form. There are also forms of recruiting through the internet. Nowadays with the
development of the internet anything can be accomplished online and recruited. To keep up
with the world trend companies are also beginning to use online recruiting. This way the
candidates can fill in the profiles available on the network and send mail to the HR department.
It does not take too much time to apply as before. In addition the recent graduates or those who
need a job can receive job postings via the company’s official website or other social friendly
sites that the company is involved in.

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Selection:
Selection is the process of recruiting qualified personnel and matching vacant positions. Unlike
recruitment, selection will reject all unsuitable candidates. This is a complicated and time
consuming process. It also costs a lot of companies to offer reasonable prices to invite
candidates who are suitable for vacant positions. Often the selection process will occur after
recruitment because after reviewing the recruitment application, the organisation does not find
the right candidate for the position they are looking for, then they plan to directly recruit the
candidate who is well suited.

Recruitment:
Recruiting is the process of finding and selecting the right people, satisfying the requirements
of the position and long term goals of the company. In order to effectively recruit staff, the
recruiter must have a thorough and well rounded vision. There are many recruitment methods
including internal recruitment and external recruitment.
Internal Recruitment: is the form of recruiting staff available in the company to run for new
position.
 The first advantage of recruiting internally is the use of old employees so employees are
familiar with the work environment in the company. When working in a familiar
environment we will be more relaxed in order to get a better job. Secondly because of
familiar working environment there is not much pressure. Employees will want to stick
with a company for a very long time, meaning that loyalty to the company will increase.
Next is the relationship between the department staff together is quite cohesive, which is
a favourable point for a future post. When departments are linked collaboration across
departments is much easier. Finally the biggest advantage of recruiting is that the
leaders and managers know the strengths of their employees so it is easier to assign task
to the most appropriate.
 In addition to the advantages mentioned above the recruitment also has certain
disadvantages because of being too comfortable with the work environment in the
company, the employees will relinquish, neglect the job does not complete their work.

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 In addition work long enough in an environment where staff members have the initiative
to innovate in ways that fit the outside world. In addition employees have never been
exposed to the way companies work, so that the professional experience for each
industry is still less.
External recruitment: it is the recruitment of human resources outside of society
through recruitment announcements or referrals from acquaintances. Recruited students
are graduates, freelancers, employees of other companies.
 Any recruitment method will have its advantages and disadvantages. Recruiting new
employees will bring new ideas and innovations to the company. Besides, since they
have had time to work outside, they have a lot of experience from other jobs. In addition
new people will always have new relationships from which to utilise the relationship to
find more potential customers.
 External recruitment sometimes also has some problems. For example when recruiting
new graduates we sometimes have to train them for the fundamentals of the company.
In addition for the new comers they have not fully adapted to the working style of
everyone in the company. Sometimes leading to the difficult integration into the staff
community. The most important thing is that the management only knows about the
new employees through the recruitment process, never contacted work cooperation so it
is difficult to assign assignments when assigning tasks.

Strengths and Weaknesses:

Strengths of Internal Recruitment: The exchange of positions allow managers or
department managers to better understand the work of other departments, there by
enhancing knowledge and experience in a variety of areas. In addition to the
relationship between departments , the closer the department is to each other the better
the cooperation is with each to work together. For example a former product manager
can describe the specific work of a production manager for a new comer, between which
they will exchange information and lead to a new relationship.
Weakness of Internal Recruitment: In the form of staff exchange almost the

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 employees are actively responded to and widely used by other companies. So in my
opinion there is no weakness in Internal Recruitment.
Strengths of External Recruitment: Recruiting in such a way that saves a lot of time
and costs for the company. Employers only need to sit there and wait for applicants to
come to the site without having to look around or get acquainted with prospective
employees.
Weakness of External Recruitment: This is the way to recruit staff passively, difficult
to control. Although many people apply for work, it is still very difficult to find a
suitable person for a vacancy. Beside that is a short term measure to meet the
company’s shortage of human resources and outsourced recruiters are often recruited for
low positions such as workers, security and labor in the company.

Strengths of Selection: In addition to attracting many talents to the company the

human-readable human resource campaign indirectly shows everyone the true potential.
From salary factors for employees to services such as grants, social health.
Weakness of Selection: The weakness of the selection structure is that it costs a lot of
money to invests in employee training programs. To attract employees they must offer
attractive benefits that lead to increased costs for the company.

4. Explore the different methods used in HRM practices, providing specific examples to support
evaluation within an organisational context and you need to evaluate critically the HRM
practices using a range of specific examples..
5. Explain the benefits of different HRM practices within an organisation for both the employer
and employee.
6. Evaluate the effectiveness of different HRM practices in terms of raising organizational profit
and productivity.
7. Critically evaluate HRM practices and application within an organisational context, using a
range of specific examples.

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 Learning Outcomes and Assessment Criteria

Pass Merit Distinction

LO1 Explain the purpose and scope of Human Resource Management D1 Critically evaluate the
in terms of resourcing an organisation with talent and skills strengths and weaknesses of
appropriate to fulfil business objectives different approaches to
recruitment and selection,
P1 Explain the purpose and the M1 Assess how the functions of
supported by specific examples.
functions of HRM, applicable to HRM can provide talent and skills
workforce planning and appropriate to fulfil business
resourcing an organisation. objectives

P2 Explain the strengths and M2 Evaluate the strengths and

weaknesses of different weaknesses of different
approaches to recruitment and approaches to recruitment and
selection. selection.

LO2 Evaluate the effectiveness of the key elements of Human D2 Critically evaluate HRM
Resource Management in an organisation practices and application within
an organisational context, using a
P3 Explain the benefits of M3 Explore the different
range of specific examples.
different HRM practices within an methods used in HRM practices,

organisation for both the providing specific examples to

employer and employee. support evaluation within an

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

LO3 Analyse internal and external factors that affect Human LO3 & 4
Resource Management decision-making, including employment

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legislation D3 Critically evaluate employee
relations and the application of
P5 Analyse the importance of M4 Evaluate the key aspects of
HRM practices that inform and
employee relations in respect to employee relations management
influence decision-making in an
influencing HRM decision-making. and employment legislation that
organisational context.
affect HRM decision-making in an
P6 Identify the key elements of
organisational context.
employment legislation and the
impact it has upon HRM decision-
making.

LO4 Apply Human Resource Management practices in a work-related

context

P7 Illustrate the application of M5 Provide a rationale for the

HRM practices in a work-related application of specific HRM
context, using specific examples. practices in a work-related
context.

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