Submission Front Sheet

Assignment Code : RQFBM-HRM0302051

Programme: BTEC Higher National Diploma (HND) in Business
(Marketing)
Unit Title and No.: Human Resource Management (Unit 3)
RQF Level: 4
Unit Code: Y/508/0487
Credit value: 15 credits
Module Tutors Dr Felicia Olaitan/ Muhammed Sameer
Email o.olaitan@mrcollege.ac.uk/m.sameer@mrcollege.ac.uk
Date Set: 20th April, 2020
Distribution date:

Name: Zbirciog Daniela

Registration Number: 25113
Date: .06.2020

Learner’s statement of authenticity

Student’s Name: __Zbirciog Daniela_______Student’s ID Number: _____25113________

I certify that the work submitted for this assignment is my own. Where the work of others
has been used to support my work then credit has been acknowledged. I have identified and
acknowledged all sources used in this assignment and have referenced according to the
Harvard referencing system. I have read and understood the Plagiarism and Collusion
section provided with the assignment brief and understood the consequences of
plagiarising.

Signature: ___________________ Date: ___/_june_/_2020_

Is this a Final Submission

or REFERRAL submission

Word Count words

HUMAN RESOURCE
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Contents
INTRODUCTION AND BACKGROUND OF THE COMPANY...........................................3
Purpose and scope of HRM in terms of resourcing an organization with talent and skills
appropriate to fulfil business objectives.....................................................................................3
Purpose and functions of HRM..............................................................................................3
Benefits of different HRM practices for employer and employee.........................................7
Various approaches to recruitment and selection...................................................................8
Critical evaluation of strengths and weaknesses of identified approaches.............................9
Evaluation of the key elements of HRM in an organization....................................................10
Appropriate Talent and skills filled through HRM..............................................................10
Effectiveness of HRM practices in raising organizational profit and productivity..............11
Evaluation of different methods of HRM practices.............................................................12
Internal and External Factors that affect HRM decision making including employment
legislation.................................................................................................................................13
Importance of employee relations in influencing HRM decision making...........................13
Key elements of Employment legislation and impact on decision making..........................14
Evaluation of key aspects of employee relations management in Thames Water...............14
Evaluation of employment legislation that affect HRM decision making in organizational
context..................................................................................................................................15
HRM practices in Work related context...................................................................................16
Job Specification..................................................................................................................16
Curriculum Vitae..................................................................................................................17
Offer Letter...........................................................................................................................19
Evaluation of the process and rationale for appropriate HR practices.................................20
CONCLUSION........................................................................................................................20
REFERENCES.........................................................................................................................21

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INTRODUCTION AND BACKGROUND OF THE COMPANY

Human resource management plays a crucial role in strategic development of any
organization and must be handled wisely and consciously. Undoubtedly, for any organization
its people are the most important assets and are significant for the effective functioning and
growth of the organization (Pulakos, 2009). The present report is focussed to understand and
analyze the importance of HRM, its functioning and various elements related to effective
HRM practices. Organization which is selected to fulfil the purpose of this report is Thames
Water.

Thames Water manages water supply and holds the responsibility of Thames water treatment
in UK and covers maximum parts of South England. Organization was founded on 1989 and
at present serves 15 million customers which are 27% of the total population of UK.
Organization has its headquarters in Reading, Berkshire and England. More than 9000
employees work on regular basis for the organization along with many contract workers.
Organization is observing growth in its revenue every year and revenue generated in 2015-16
was £2.047 billion. This organization is one of the largest water and water service providing
organization in UK and consistently works for reducing its flaws and improving customer
service and overall performance.

Purpose and scope of HRM in terms of resourcing an organization with talent and skills
appropriate to fulfil business objectives.

Purpose and functions of HRM

The basic function of HRM is to establish a coordination and strong relationship among its
people to fulfil the requirements for organizational objectives and to attain it. It also works to
determine the required manpower, recruit it and maintain it for achieving organizational
goals. HRM is an internal process of the organization which utilizes man power, processes
and technology to fulfil its objectives. Though external processes influences HRM processes
and practices it is mainly related to internal environment of the organization (Altarawneh,
2016).

HRM Functions: Important HRM functions at Thames Water which has proved effective in
increasing organizational efficiency are illustrated below:

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Workforce Planning: This refers to those processes which are acquired by the HR
management to fulfil the needs and demands of the staff and helps to utilize the potential of
human assets absolutely. In workforce planning HRM is focused for implementing and using
advanced and appropriate HR techniques in all related processes to achieve better results
(Udo-Akang, 2012). HRM at Thames Water utilizes best HRM techniques and processes to
achieve following objectives and goals set for the organizational growth from time to time:

 Enhancing employee productivity and skills

 For developing strong coordination, trust and loyalty among employees with effective
team management
 Strengthening employer- employee relationships for enhancing employee satisfaction
 To decrease employee turnover
 For enhancing employee participation in creativity and training and development
programs
 To improve decision making processes of the organization with effective HRM
(Altarawneh, 2016)

Human Resource Assessment: At the initial stage HRM make an appropriate analysis of
potential, capabilities and weaknesses of current employees and plan vacant positions
accordingly.

Forecasting HR Demand: It also identifies, observes and records the demands of employees
and later take initiatives to fulfil them.

Forecasting HR supply: In this step requirement of human resource is determined.

Synchronizing demand and supply: After evaluation of demand and supply, effective plans
are made to resolve the issues related to manpower shortage or excess (Lee et al., 2019).

Plan for action: HRM forms various plans and strategies to complete various HRM
functions like recruitment and selection, training and development etc.

Evaluation of the process: The overall process is evaluated carefully to check its
effectiveness and make required changes at any stage. Objectives of HRM are explained in
the following points:

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Societal objectives: To fulfil societal objectives of HRM, activities and functions like legal
compliance, union management relations and benefits to society are significant. An
organization which does not follow legislation and policies of government and does not care
for benefits of others like clients, stakeholders etc and do not keep smooth and strong
relationship with union cannot fulfil its HRM objectives related to society (Haneda and Ito,
2018).

Organizational objectives: HRM mainly functions to fulfil various organizational objectives

which include Human resource planning, employee relations, recruitment and selection,
training and development programs, performance appraisal, assessment etc. These functions
of the HRM are key functions which becomes a pillar for fulfilling organizational objectives.

Functional Objectives: Those objectives which smoothens the organizational functioning

are called Functional HRM objectives. Evaluation of processes, appraisals and reviews of
processes are included in this part.

Personal objectives: HRM not only cares for operational and managerial objectives but is
also focused for developing personal traits of its employees. The processes like training and
development, appraisal, compensation and benefits raises employee motivation and
satisfaction.

Scope of HRM is enormous and it includes various activities. Beginning from man force
planning it starts it’s functioning which remain continued till the individual leaves the
organization. Scope of HRM includes workforce planning, recruitment and selection, training
and development programs, employee retention and performance management (White, 2016).
HRM is also responsible for maintaining discipline in the organization and ensure that
employee follows rules and regulations and organization follows legislation. HRM functions
are broadly classified into following two categories:

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Figure 1: HRM functions

Source: https://hrmanagementprocess.blogspot.com/2019/11/procurement-function-of-
hrm.html

Managerial functions: Human Resource department at Thames Water is a significant part of

organizational management processes and thus performs basic functions of HRM which
include planning, organizing, directing and controlling the departmental activities and
processes.

Planning: To continue with any project, work process or initiate a step towards organizational
objective, first and foremost thing which is required in planning. HR managers at Thames
Water make appropriate plans for getting work done timely and accurately. HR planning
includes various activities like anticipating vacant positions, creating job specifications,
selecting recruitment approach etc (Pynes, 2008).

Organizing: HRM need to set HRM objectives and required to do planning for accomplishing
these objectives. The next step after planning is developing design or layout and a proper
organizational structure which will be used for organizing the various operational activities.
For example, HRM at Thames Water need to assign different roles and responsibilities to
different individuals and promotes collaborative activities.

Directing: In order to accomplish the objectives of planning and organising, effective

directing is must. As it is well known that without proper guidance, motivation and direction
any plan cannot be fulfilled. This is a crucial function of HRM and HRM at Thames Water

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takes care of needs and expectations of employees to keep them satisfied, encouraged and
motivated.

Controlling: Managerial functions are cyclic in nature and before begin next planning it is
mandatory to evaluate the complete procedure for its flaws, limitations and positive aspects.
This evaluation helps manager in designing next plan (Lee et al., 2019).

Operative Functions: It refers to those functions which are specifically assigned to HR

department. Functions related to employment, development, compensation, maintenance of
personal records and so on. HRM at Thames Water appoints employees after forecasting
demand and supply. Select appropriate recruitment approach to select potential candidates,
organize training and development programs for all employees on a regular basis, provides
rewards and benefits to employees for their contribution, maintain their personal records and
keep them motivated towards organizational objectives (Garner, 2012).

Advisory Functions: Along with primarily performing managerial and operational functions,
HRM also perform the advisory functions. As HRM has specified skills in maintaining and
managing people it also gives advice to top management and other departments especially in
people related tasks like job analysis, performance management etc.

Benefits of different HRM practices for employer and employee

HRM holds dual responsibility and takes care of the benefits of both employees and
employer. It works to maintain employee relations and analyze different organizational
processes and make attempts to reduce the cost of different organizational works. Employee
motivation is an important aspect for achieving organizational objectives, HRM works to
keep employee morale high and resolves issues, conflicts and problems of employees to keep
them engaged and motivated (Pynes, 2008). Some of the HRM practices adopted by Thames
Water with their benefits are listed below:

Flexible work practices: HRM at Thames Water adopts flexible work practices which support
thee employees for creating balance between work place and personal responsibilities. It is an
important practice for employees as many times place and time restrictions create stress and
problems to employees when they are required to be at work place and with family at the
same time. Online working and facility of work from home in specific situation reduces the
mental stress of employees and helps to resolve their personal issues. Consequently when
organization supports its employees, employees become more loyal and dedicated for

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organizational objectives which raise profitability and thus flexible practices supports both
employees and employer.

Improved Performance management and appraisal process: HRM works to keep employee
motivated through performance management system. HRM at Thames Water regularly
monitors these practices and make required changes in existing process for effective results.
It also follows legislation and strictly avoids any activity which discourage employee like
wage theft (Garner, 2012).

Rewards and encouragement: Managers at Thames Water encourages their employee through
rewards and appreciations. It directly raises the creativity, innovation and enthusiastic
participation of employees.

Various approaches to recruitment and selection

To incorporate right people in organizational structure is a tough task and HRM need to work
strategically to devise recruitment plan and selection procedure for the organization. Along
with recruiting people it is important to create specific job design and job role for every
specific role which need to be revised and analyzed on a regular basis. Recruitment process
in the organization can be completed through two ways i.e. external recruitment and internal
recruitment (Garner, 2012). When vacant position in an organization is filled with people
within the organization through transfer, promotion etc it is called as internal recruitment and
on the contrary when vacant position is filled through recruiting people out of the
organization it is called external recruitment. External recruitment process is quite costly and
time consuming as compared to internal recruitment and due to this reason most of the
organizations including Thames Water makes attempts to fill vacant positions through
internal recruitment. People at Thames Water remain motivated towards their roles,
responsibilities and organizational objectives because of the high chance of upward mobility
through internal recruitment.

External recruitment method is only adopted when position remain vacant even after
analysing scope of internal recruitment. There are various approaches of external recruitment
and each approach has its own merit and demerits. Some of the significant recruitment
approaches are mentioned below:

Advertisement in Newspaper and professional journals: HRM at Thames Water adopts

the mode of advertising through print media to invite applications from the potential

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candidates. Advertisement is created in such a manner that it attracts the attention of talented
and skilled job seekers of the field. Appropriate illustration of job requirement and benefits
for the employee creates brand recognition for the organization (Oke, 2016).

Advertisement through digital platforms: Method of advertising through digital platforms

is also utilized in present techno advanced world. Thames Water attracts the potential
candidates by advertising vacant position through company’s website and also provides
option to candidates to apply via an application form available on company’s website.

Recruitment through hiring agencies: Many times HRM at Thames Water seeks the help of
hiring agencies as this mode of recruitment helps in selecting the right candidate. These
agencies have the detailed information of many job seekers and also have experience of
identifying the talents and potential of candidates being in the profession of hiring proves
beneficial in recruitment process.

Selection Methods at Thames Water:

At the initial stage, applications of all the candidates are scrutinized and checked for their
eligibility of the post which include educational qualification and experience of minimum 2
years. Those candidates who fulfil the required eligibility criteria and accept the terms and
conditions of the organizations have to undertake a short test which is to test their leadership
skills, aptitude and basic qualifications. Next stage of selection i.e. face to face interview
provides the result of the process and must be conducted very carefully. It is necessary to
involve experienced, well informed and unbiased persons in this process for better
examination and analysis of the candidates’ skills and suitability (Garner, 2012).

Critical evaluation of strengths and weaknesses of identified approaches

Type of Recruitment Strengths Weaknesses
Internal Recruitment  Low cost of hiring  Internal shifting may
 Faster process create new vacancies
 Saves time  May cause employee
 Familiar with culture resentment
and norms of the  Wider range of
organization potential candidates is
 Promotes loyalty and not available
Motivation  Negatively affect

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 Reduce employee Innovation and

turn over diversity
 Disrupt team’s or
department’s
functioning
External Recruitment  Access to fresh and  More cost
skilled candidates  Time consuming
 Opportunity for  Risk of wrong
bringing new talents selection is more
 Do not create new
vacancies

Recruitment through internal recruitment is more beneficial for Thames Water for the
selection of employees for higher posts. This recruitment process will keep employee
motivated and have chances of selection of experienced, skilled and enthusiastic individuals.
It will also increase productivity and staff dedication in the organization. It is a challenging
task to conduct recruitment process in a fair, honest and unbiased way for the organization.
Thus, HRM at Thames Water adopts certain guidelines and selection criteria for internal
recruitment which enhances the chances of selection of right candidate.

Evaluation of the key elements of HRM in an organization

Appropriate Talent and skills filled through HRM

Another principle benefit of HRM practices is effective talent management. Talent and skill
management at Thames Water is managed with multiple steps which include hiring of
talented and skilled force, training programs for new and existing employees and retention of
experienced and developed human assets. Filling up of vacant positions with appropriate,
talented and skilled candidates helps the organization to achieve its goals and objectives.
Following are the steps adopted to manage talent and skills:

 Analysis of individual talents and skills

 Appropriate distribution of roles and responsibilities as per skills
 Implementation of effective HR practices
 Increasing employee retention rate

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 Performance management and appraisals

 Compensation and benefits (Afandi, 2016)

HRM at Thames Water believes in effective talent management and adopts various strategies
to maintain talented and skilled human resource in the organization. Management and
coordination between talents of different people enhances organizational potential for
achieving profit and growth.

Effectiveness of HRM practices in raising organizational profit and productivity

Various HRM practices play a vital role in raising employee satisfaction. To keep its
employees satisfied is a prerequisite for any organization. An organization with satisfied and
supportive employees can overcome challenges and obstacles easily and can achieve
organizational goals. As human resource is the most important asset for any organization
similarly HRM is one of the key managerial departments which take care of the employees
and their satisfaction (Ferguson and Reio, 2010). Following figure illustrates the
organizational HRM practices which contribute in employee satisfaction:

Figure: 2 HRM practices and employee satisfaction

Source: https://www.researchgate.net/figure/HRM-Practices-Employee-satisfaction-link-
model-Source-Authors-own-study_fig1_317411595

Work place conditions directly affect the profitability and productivity. HRM at Thames
Water adopts various reliable, effective and efficient HRM practices to ensure growth and
profitability. First of all managers at the organization keenly monitors the recruitment and
selection process and utilizes best practices to access and develop talented and energetic work

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force. Another significant aspect of HRM practices at Thames Water is its effective
performance management process (White, 2016). Each department head is responsible for
assigning tasks and goals to every employee and regularly monitors their performance.
Performance monitoring system which includes various approaches like feedback and review
of peers and leaders, software and technological tools and end user experience monitoring has
proved beneficial in obtaining employee satisfaction (Love and Singh, 2011). Managers at
Thames Water provide monetary benefits to employee for their performance. Organization
also provide various awards to keep the staff motivated and it always take well care of
challenges associated with reward process and make attempts to reduce it. To raise
organizational profit and productivity, organization believes in team work and collaborative
activities and leaders work continuously to strengthen the communication process and
relation between employees (Oke, 2016). At last every individual needs to refine skills time
to time and in this technological era and global world, it becomes necessary for maintain
position in the global world. HRM at Thames Water regularly organizes symposium and
training programs to enhance skills of the employees. To upgrade communication skills and
technological knowledge department wise training and development programs are planned
and implemented for individuals (Afandi, 2016).

Evaluation of different methods of HRM practices

As illustrated above Thames Water focuses on various effective HRM practices to enhance
the productivity and profit of the organization. Selection practices adopted by organization
have proved useful in selection of capable and talented folks without creating any
dissatisfaction among people. It becomes only possible due to justified, honest and fair
process of selection. Organizational policies of providing reward and monetary benefits to the
employee for their level of performance keeps the employee satisfied and also provide them
economic security (Oke, 2016).

Thames Water focuses on training and development programs for the employees. This HRM
practice is beneficial for both employee and employer. Employee feels motivated because of
getting opportunities for learning and development whereas employer benefitted by having
trained and skilled work force. Another crucial aspect of training and development program is
reduction in staff turnover. Waste Water manages plans individual training and development
programs by providing flexible working hours to the employee and reducing their working
hours during training sessions. Though organization expenditure increases due to training and
development expenses, it is beneficial as it highly raises the profit and productivity.

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Internal and External Factors that affect HRM decision making including employment
legislation

Importance of employee relations in influencing HRM decision making

Employee relations are a significant aspect of organizational structure and it is very necessary
to develop and maintain strong, healthy and positive relationship between employees. HRM
at Thames Water follow strategies which help to encourage and motivate employees. By
providing positive work culture organization provide an environment in which employees can
work comfortably and effectively. Organization ensures that employee get opportunities to
actively participate in decision making processes of the organization. This aspect make
employee feel that their views and opinions are valued in the organization and many times
benefits the organization with creative and innovative ideas. Gone are the days when there
exists a clear demarcation between employees on the basis of their seniority. At present
organizations prefer a work culture where every individual is regarded as a significant part of
the organization and can involve in decision making processes (White, 2016).

Employees at Thames Water are inspired and encouraged for developing collaborative
activities and team working. Sharing of ideas, effective communication, positive behavioural
practices are carried out to create a positive work culture. HRM practices adopted at
organization strictly follow unbiased and fair proceedings which prevent any creation of
conflicts or jealousy among employees. Good relations among people and team work
strategies enhance the productivity and profit of the organization (Udo-Akang, 2012).

Any kind of conflicts is resolved fairly as per the rules and regulations of the organizations
and organizational policies. Managers make all attempts to create a conflict free and positive
work environment. This helps the employees to focus entirely on accomplishing
organizational objectives and treat each other as supporters and companions. There is no
place for any unhealthy competition among employees. Interactive activities like indoor
games, cultural fest etc. are organized on a regular basis which reduces work stress and help
people to know each other in a better manner. Creation of pleasant work environment and
positive work culture make the employee loyal and boost up their morale. Team work
activities also keep employees connected and increases their interaction which promotes
effective communication and improves employee relationships. Employee relations also play
a crucial role in decreasing employee turnover as zero conflicts and positive relationship keep

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employee happy and satisfied and discourage them from leaving the workplace (Mudor,
2011).

Strong employee relations at Thames Water depicts that there exists no conflicts among
people and fair and honest HRM practices are observed. Strict adherence to legislation
including equality, anti-discrimination practices and wages act make employee feel safe and
secure in the organizational structure. Due to uninterrupted and hassle free work environment
decision making processes at the organization also becomes better and timely (Ferguson and
Reio, 2010).

Key elements of Employment legislation and impact on decision making

Legislation refers to the set of rules imposed by the government or other regulatory bodies on
any organization. These measures protect the basic rights of employee and make them feel
secure and safe. Some of the significant legislations related to employees are employment
rights act, anti-discrimination act, act related to minimum wages etc. Legislation related to
employees safeguard employees against any kind of harassment and exploitation. It provides
equal opportunities to all and opposes all kind of discriminatory activities. Organization
needs to abide by these laws and any kind of violation in legislation should be strictly
opposed. It is the liability of HRM at Thames Water to regulate legislations in its policies and
set objectives in accordance with legislation. Elements of employment legislation certainly
influence the decision making processes of the organization because HR objectives including
organizational objectives must be set in that manner that it protects the rights of its people.
Before taking any decision HRM must ensure that it is not violating any law. Apart from
legal consequences organization that does not follow legislation looses the trust and loyalty
of its employees and disturbs the relation between employer and employee (Mello, 2014).
Thus it can be said that legislation directly influences the planning, objectives and
functioning of an organization.

Evaluation of key aspects of employee relations management in Thames Water

Employee relation is an important factor in functioning of any organization. HRM at Thames
Water believes in strong relationship between employer and employees and maintains a
positive work culture in the organization. Positive work environment reduces various
problems and issues related to employees. HRM at Thames Water make plans and decisions
by considering the need, demand and requirements of the employees. It takes complete care

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of the employee satisfaction. HRM provide flexible work practices to the employees so that
they can maintain the balance between work life and family life (Mello, 2014).

Effective communication strategies are adopted by HRM which make sharing of thoughts,
ideas and opinions among people within the organization smooth and convenient. Effective
communication also increases employee engagement in various activities and make them feel
as an important part of the organization. Strong relationship between employer and employee
is promoted through various cultural and amusement activities after working hours. Yoga
sessions are organized to promote health and well being of the individuals. It also enhances
interaction between employer and employees. HRM at Thames Water provide opportunity to
employee to give their valuable suggestions and ideas for decision making processes. This
activity provides an opportunity to employee to become a part of managerial decision making
process (Afandi, 2016). Due to this employee feel encouraged and motivated towards
organizational goals and objectives. Many times employee gives valuable suggestions and
innovative ideas which prove very effective and beneficial for the organization (White,
2016).

Evaluation of employment legislation that affect HRM decision making in

organizational context
Management at Thames Water, a reputed and recognised organization strives to maintain and
follow employment legislation in all its processes. Decision making processes at the Thames
Water also completed by observing and following the legislation. At the time of recruitment
HRM follows the criteria of job specification and declaration of roles and responsibilities.
Vacant positions are well defined and skilled and qualified individuals get equal opportunities
to fill the application. Thames Water also strictly follows the legislation of minimum wage
act and at the time of recruitment HRM decision making process abides by this act.
Organization ensures that every employee should get appropriate compensation or wages and
strictly deal with any kind of wage theft. HRM also ensures that working hours of the
employee should also be as per the legislation and extra hours done by the employee must be
compensated fairly (Afandi, 2016). This is why HRM at Thames Water maintains the
working record of every employee and provides appropriate compensation and benefits to all.

It is necessary for every organization to treat its employees equally. Decision making process
of HRM at Thames Water relies on equality act and every employee working for the
organization treated equally as per the norms of the organization and legislation of UK.

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Organization adherence to legislation minimizes the differences and issues among the
employees which prove very effective in team work and collaborative activities. Employees
dedicatedly work together as a team for achieving the goals and objectives of the
organization. Thus, legislation based organizational activities and decision making processes
enhance the growth, profit and productivity of the organization (Lievens and Chapman,
2010).

HRM practices in Work related context

Job Specification
Job Title: Performance Manager
Division: Operations
Location: Mogden – Isleworth
Job Type: Full time
Job hours: 36 hours weekly
Salary: £35,000 per annum
About organization
Thames Water Utilities Ltd. is a private utility company which majorly works in Greater
London and other parts of UK like Luton, Thames Valley, Surrey and many others.
Organization works for supplying water to public and treating waste water. It is one of the
UK’s largest water and waste water management organization. It serves 15 million customers
every day. Organization adopts sustainable practices and dedicated to provide best customer
service to its clients. The organization is serving in UK for about 30 years and known and
recognized for its employee relations and management.
Roles and responsibilities
 To develop appropriate system for gathering information related to employee
performance
 To Analyze performance related data
 Provide solutions to performance related issues
 Design and review policies related to employee performance
 To form teams and inspire them
 Organize training and development sessions for performance improvement
 To set goals related to performance and evaluate them

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Experience
Minimum 3 years experience of management is required
Skills and qualifications required
 Bachelor’s degree in management
 Effective communication skills
 Data analysis and strategic management
 Creative and innovative

Curriculum Vitae
Personal Summary
A capable, experienced general manager with experience of handling multiple team activities.
Experienced and skilled in enhancing team potential, efficiency and effectiveness. Patience to
handle various challenges associated with managerial position. Skilled to communicate
effectively with clients and employee and building strong relations. Expert in handling
conflicts and issues and resolving them on proper time.
Work Experience
Worked as a General Manager in a recognised publishing company for five years.
Dedicatedly handled leadership and managerial responsibilities and solely responsible for
various departmental activities. Conducted training and development programmes effectively.
Qualifications
B.A. (Hons.) in International Management from London University
Key skills and competencies
 Management and communication skills
 Skilled for excel data handling
 Experienced in financial analysis
 Coordinating team activities
 Good networking skills
 Capability to build trust and relations with stakeholders
Areas of Expertise
 Business analysis
 Strategic planning
 Leadership

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 Employee relations
 Employee engagement
 Conflict resolution
 Project management
 Performance analysis and management
Language
 English
 French
Personal details
Name: XYZ
Contact details: 99999XXXXX
E mail: 123@xyz.com

Criteria for selecting candidate and interview details

REQUIRED SKILLS DATA OF THE APPLICANT CHANCES OF

SELECTION
Min. 3 years of management 5 years experience High
experience
Graduation in Management B.A. (Hons.) International High
Management
Previous experience of Yes High
recognized organization
Leadership Skills Yes High

Communication Skills Yes High

UK citizenship Yes High

Conflict Management Yes High

Data analysis Yes High

Experience of managing teams Yes High

INTERVIEW QUESTIONS

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Interviewer asks some general questions to test the general awareness of the candidate.
Creativity and leadership skills along with questions related to management are also a part of
the interview. Some of the sample questions for the interview of performance manager are
given below:

 What qualities do you find most suitable for the job?

 How do you manage the conflicts among employees?
 Do you have technical knowledge and have you used any software for data analysis?
 Situation based question: How will you enhance the productivity of the team?

Offer Letter
OFFER LETTER
June 5, 2020
Mr. XYZ
Times Square
New York, London
United Kingdom
Dear Applicant,
We are overwhelmed to inform you that you are selected for the post of Performance
Manager at Thames Water. Your initial salary would be £35,000 per annum. We expect you
will maintain discipline and follow the rules and regulations of the organization. Discipline
and punctuality are must.
For any further assistance you can contact undersigned. You are expected to join before 8th
June. Kindly report at the office during office hours.

Sincerely
Mr. ABC
Human Resource Manager
Thames Water

Evaluation of the process and rationale for appropriate HR practices

The post of professional manager at Thames Water is a responsible designation under
operations and can be met by conducting internal recruitment. Interested and eligible

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candidates within the organization should be provided with the opportunity to apply for the
post. After checking required qualifications and skills, interview must be conducted to select
appropriate and talented candidate. Passionate, dedicated and talented person should be
assign this new role and responsibility (Lievens and Chapman, 2010).

If organization does not get potential candidate within the organization, external recruitment
process can be adopted. This will include job specification, advertisement through proper
channel, aptitude test followed by interview. Above mentioned templates for selection and
recruitment process at Thames Water will be helpful in understanding HRM practices
followed at Thames Water.

CONCLUSION
The present study focuses on HRM practices which are followed at Thames water and
provide detailed analysis with critical evaluation of key HRM practices. It also discusses
purpose; scope and significance of HRM in general and effectively apply the concept to
HRM. It also revealed that various approaches like recruitment and selection, performance
management, employee relations, legislation based decision making processes are very
significant in enhancing the profit and profitability of the organization (Udo-Akang, 2012).
To conclude it could be said that effective HRM practices must be adopted by every
organization as it has a wide scope with multiple benefits and helps to attain organizational
objectives.

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