Human Resource Management at H&M

This project report analyzes human resource management (HRM) practices at H&M, a multinational clothing retailer. The focus is on key areas such as recruitment, selection, performance appraisal, and how these contribute to effective business management across various countries. The report draws upon relevant academic literature to support its analysis.

Managing and Leading
Human Resources

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and functions of HRM that applicable to workforce planning and resourcing........1
P2 Strengths and weaknesses of different approaches for recruitment and selections...............2
TASK 2............................................................................................................................................4
P3 Benefits of different HRM practices within an organisation for employer and employee....4
P4 Effectiveness of various HRM practices to raise organizational profit and productivity......4
TASK 3............................................................................................................................................5
P5 Importance of employee relations which are influencing HRM decision making................5
P6 Elements of employee legislation and its influence on decision making process.................6
CONCLUSION................................................................................................................................6
REFERENCES ...............................................................................................................................7

INTRODUCTION
Human resource management is conceptual frame work in an organisation that helps to
manage all business activities in effective manner. This process includes various elements such
as recruitment and selection, monitoring or controlling, training and development, providing
compensation and benefits, motivating employees as well as maintain healthy or safety for
employees. Through this process manager can easily build positive working environment that
helps to achieve business objectives and goals (Alfes, 2013). This project report is based on
H&M which is a multinational clothing retailer and provides branded cloths Men, women and
children. This organisation was founded in the year of 1947 by Erling Persson. H&m operate its
stores in approx. 62 countries with around 4500 stores and they have nearly 132,000 employees
who provides effective services to customers. This report represent Purpose and function of
HRM as well as strength or weaknesses of various approaches for recruitment and selection
process. In another task this will representing benefits of HRM practices and its effectiveness. At
last it includes importance of employees relation as well as employees legislation and its
influence on decision making procedure.
TASK 1
P1 Purpose and functions of HRM that applicable to workforce planning and resourcing
Human resource management of an organisation is consider various functional and
operational activity that helps them in attaining their aims and objectives properly. H&M is a
multinational clothing brand, so for them it is require to analyse purpose and function of HRM
for planning and resourcing process effectively. Purpose of HRM -
Planning – Main purpose of HRM is to make effective planing of organisational
objective and future goals that needs to be attain. In this process HR manager play a most
important role to formulating all plan and policies in effective manner. In this process decision
making procedure provides effective and authentic plans for H&M (Batt and Colvin, 2011).
Organising – This is next step of HRM activities in which manager organise all business
objectives and goals between their employees. After organising business activity, HR manager
analyse further requirement of employees who can serve effective services that helps to attain
organisational goals easily.
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Performance management – This procedure is require to understand by HR manager of
H&M to analyse performance of each employee effectively. Through this activity manager can
easily solve conflicts and barriers that can harm employees performance and their productivity.
Employees relations – It is responsibility of HR manager to build effective relation
between their workforce who provide effective services to achieve goals and objectives easily.
Employees relation making positive environment in organisation.
Functions of HRM
Monitoring and controlling – This is responsibility of HR manager to monitor each and
every activity of organisation effectively. Through this process they can reduce negative
approach in appropriate manner and build positive working environment easily. This activity
provide appropriate control on all organisational approaches (Buller and McEvoy, 2012).
Recruitment and selections – This is organisational need to conduct recruitment and
selection process to hire skilled and experienced candidate in firm. It is conducted when
objectives of firm are getting specific and needs to be fulfil in exact manner. This is main
function of HR manager to recruit and hire experienced candidate who help to achieve job
requirement.
Maintained positive environment – Human resource manager of H&M is manage their
business activities to build positive working environment easily. Through this process, manager
can easily motive their employees toward organisational goals and objectives.
Training and development – This is functional approach of HR manager in which they
conduct training program to enhance skill and working approach of employees. This is require to
provide specific training to workers according to organisational need and demand.
P2 Strengths and weaknesses of different approaches for recruitment and selections
H&M is a British multinational clothing store and its objective or goals are very specific.
So for this HR manager of organisation need to analyse their employees skills to attain them
properly. After monitoring process, manager can easily conduct specific recruitment and
selection process to hire skilled and experienced candidate for firm (Campbell and Kryscynski,
2012). There are various recruitment and selection process for new employees are given below
such as –
Internal recruitment – This recruitment process is basically conducted in organisation
in which employees are being hired internally form firm. It is a cost effective process which is
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commonly uses when company wants to recruit their own candidate on a specific post. Internal
recruitment is basically known as promotion of employees, transferring and praise of worker for
a specific position. There are various strength and weaknesses of internal recruitment process are
given below -
Strength Weakness
 It is a cost effective method in which
organisation recruit their own candidate
in specific position.
 This process takes minimum timing to
hire a candidate.
 This is a motivation process in which
other employees getting inspired by
promotion of specific candidate on new
position.
 This process can create conflicts and
barrier between employees when
opening up a new role for specific
candidate.
 Organisation do not have different
choices to hire new and fresh candidate.
 This process is based on replacement of
specific candidate to promote particular
position.
External recruitment – This is a recruitment process in which organisation conduct a
hire and selection process outside the organisation. H&M can easily hire skilled and experienced
candidate according to their requirement for a position. This is done for bringing fresh and new
employee in firm (Choi, 2011). There are various strength and weaknesses of this process are
given below -
Strength Weakness
 This process help to provide skilled and
experienced candidate in organisation.
 External recruitment provide
opportunities to hire fresh candidate in
firm.
 This is build pool between organisation
and outside candidates.
 This process takes a lots of time to hire
specific candidate according to
organisational need.
 It is more expensive.
 This is not provide confidence toward
new candidate.
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TASK 2
P3 Benefits of different HRM practices within an organisation for employer and employee
Employees in an organisation are provide their effective services in organisation to
achieve business objectives and goal easily. Through their performance, organisation attain
competitive advantages and higher business growth easily. H&M is a well known organisation
and for then it is require to build effective HRM practices for employees and employers to
manage all business activities effectively. There are various benefits of HRM practices for
employees and employer are given below -
Benefits for employees -
Inspiration – HRM practices build effectiveness in organisation to getting higher
business advantages easily. In this process supervision and monitoring process play a most
important role to make inspiration for employees to attain higher business success and objectives
effectively. Through this process employees serve effective services to attain goals and
objectives easily (Clark, 2016).
Positive working environment – HRM of an organisation are works to provide effective
services and build positive working environment easily. Through this, employees feel motivated
and dedicated toward their working approach. In H&M, manger create positive working
environment to reduce stress and build healthy relation between employees effectively.
Benefits for employers -
Attainment of aims & objectives – Human resource manager in an organisation are
work to provide effective services that helps to attain business aim and objectives easily.
Through this, employees getting effective knowledge and guideline to completing task
appropriately. These kind of practices helps to provide effective success to H&M.
Decreases level of conflicts – By introducing HR practices, manager can easily resolve conflicts
and barriers from business activities. Through this process, they build positive working
environment and effective relations between employees and management staff.
P4 Effectiveness of various HRM practices to raise organizational profit and productivity
For a business organisation, it is require to build effective working approach that helps to
attain higher success and growth easily. In this process employees of organisation provide their
contribution to getting desired objectives. HRM practices of an organisation provide their own
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services to manage employees activities in exact manner. This process can be easily define
through some specific model such as -
Kirkpatrick model – This theory is basically uses to provide evaluation of training and learning
process that provide to employees for enhancing their working approaches easily. There are
some other factors of this theory are given below such as -
 Reaction – This proses is based on employees feedback that manager collected from
specific research and approach. After this, they provide effective training and learning to
them that helps to enhancing employees skills and working capacity as well (Daley,
2012).
 Learning – This is used to provide effective training and learning to those employees
who require fro enhancing their working ability easily. In this manager conducts a
analysis process to understand organisational and employees need and requirement.
 Behaviour – This is an analysis process in which manager analyse effectiveness of
training process that they conduct for enhancing employee's skill. This is help to making
person specification approach to getting better performance of employees easily.
 Results – This is final step of this model in which overall performance of employees are
determine through training and learning procedure. Its effectiveness is represented
through final result (Dul, Ceylan and Jaspers, 2011).
TASK 3
P5 Importance of employee relations which are influencing HRM decision making
In H&M, it is require to manage positive relation between employees and management to
getting higher business advantages easily. Positivity in employee relation is directly impacting
on decision making approach of manager. Human resources manager is taking lots of decision to
making effective strategy for organisational objectives and goals as well. There are various
effectiveness of employees relation are given below -
Promotes creative ideas and innovation – Positive employees relation always promote
creative and innovative ideas in an organisation. In H&M, employees can easily make effective
strategy to attain business objectives and goals easily. It is also helps to increase productivity and
growth in organisation.
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Promoters team working – Positive employees relation build team workings and faith
between workers to solve their problems in effective manner. Through this, workers build
positive environment for other that make team working efforts to complete a specifies task
easily.
High loyalty of employees – Effective relation between employees always create loyalty
and faith between workforce toward each other. This things motivate them toward working
approach and organisational objectives (Fulton, 2011).
P6 Elements of employee legislation and its influence on decision making process
It is identify legal terms of an organisation that consider or regulated through government
of a country. For H&M, it is require to understand values of those legislation that can impact
their working procedure easily. There are various legislation of corporation are given below such
as -
Working time Act – According to government of UK, employees of an organisation can
work for a limited time period ad it is consider as 48 hours in a week. If organisation get extra
services from employees then they needs to provide them extra amount of paid income.
Minimum wage Act - This is important for them to determine that each and every parson
of a economy has same authority for employment services. So for this, all the organisation and
its management staff needs to provide minimum wages to their employees without any deduction
(Guest, 2011).
Impact of employment act - In this law, Government modulate a act in which HR
manager can get appropriate information about background of candidate that can not be consider
or register in any criminal activity. As well as it is right of individual candidate to ask anything
about about their organisation and its last services as well as candidate who exist in company.
CONCLUSION
From the above report it has been summarised that human resource management is
functional approach that create positive framework to manage all activities properly. Through
this process an organisation can easily attain higher business growth and profitability easily. HR
manager of firm is basically works for monitoring, controlling, organising, training, recruitment
or selection as well as performance appraisal for employees. This project report is based on
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H&M which is a multinational clothing retailer and provide their services in various countries.
So for them it is require to manage all business activities effectively and appropriately.
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REFERENCES
Books and Journals
Alfes, K. and et. al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Batt, R. and Colvin, A. J., 2011. An employment systems approach to turnover: Human
resources practices, quits, dismissals, and performance. Academy of management
Journal. 54(4). pp.695-717.
Buller, P. F. and McEvoy, G. M., 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review. 22(1). pp.43-56.
Campbell, B. A., Coff, R. and Kryscynski, D., 2012. Rethinking sustained competitive advantage
from human capital. Academy of Management Review. 37(3). pp.376-395.
Choi, M., 2011. Employees' attitudes toward organizational change: A literature review. Human
Resource Management. 50(4). pp.479-500.
Clark, W. C. and et. al., 2016. Boundary work for sustainable development: natural resource
management at the Consultative Group on International Agricultural Research
(CGIAR). Proceedings of the National Academy of Sciences. 113(17). pp.4615-4622.
Daley, D. M., 2012. Strategic human resource management. Public Personnel Management.
pp.120-125.
Dul, J., Ceylan, C. and Jaspers, F., 2011. Knowledge workers' creativity and the role of the
physical work environment. Human resource management. 50(6). pp.715-734.
Fulton, E. A. and et. al., 2011. Human behaviour: the key source of uncertainty in fisheries
management. Fish and Fisheries. 12(1). pp.2-17.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Jabbour, C. J. C. and et. al., 2013. Environmental management and operational performance in
automotive companies in Brazil: the role of human resource management and lean
manufacturing. Journal of Cleaner Production. 47. pp.129-140.
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