Community Engagement

This document discusses the importance of community engagement for organizations, focusing on the role of employees, training and development, and the role of HR managers. It also provides an analysis of H&M, a multinational clothing retailer, and its operations in the retail sector.

Community Engagement
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Contents
INTRODUCTION...........................................................................................................................3
Discussion and Analysis of the Organisation..................................................................................3
Sector in which it operates, the size, structure and explain its goals, mission and values..........3
Identification of customer’s expectations from the organisation in terms of goods and/ or
services........................................................................................................................................4
SWOT analysis related to an organisation...................................................................................5
Role of the employees within the organisation and their support to achieve objectives.............5
Explanation of training and development along with its importance to an organisation............6
Importance of the role of HR manager within an organisation...................................................6
Skills and Knowledge required to carry out this role..................................................................7
Determination of the training and development requirements that needed to consider..............8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10
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INTRODUCTION
Organisational analysis is the process that includes the identification of information related to the
organisation along with the factors that have impact over ability to continue the operations
effectively. It is important in nature as help the management to gain knowledge about the current
and possible deviations in performance and formulation of the strategies that will be competent
in nature to improve same. This will also have beneficial contribution in the direction of
combating the negative impact ascertained in past operations. The different number of
advantages are associated with the performance of this exercise includes improvement of
organisational functioning, high productivity, large earning capabilities etc. The organisation
selected for carrying investigation is H&M. It is a multinational organisation that operates at
global level. It is a clothing manufacturing organisation and having main operations within
global clothing industry (Arrigo, 2018).
The aspects cover in report includes determination of organisational size, structure, goals,
mission, values & sector in which it operates, expectation of customers about the goods &
services, SWOT & PESTLE analysis, role of employees within an organisation accomplish
objectives and importance of training and development to an organisation. Also, covers the
selection of specific role & determination of its importance to an organisation, skills and
knowledge needed to carry out same role and training and development requirements needed to
consider.
Discussion and Analysis of the Organisation
Sector in which it operates, the size, structure and explain its goals, mission and values
Sector in which H&M operates: H&M is a Swedish multinational retailer that is known
for its fast-fashion clothing. H&M operates their business in retail sector that includes any
organisation or individual involved with selling goods and services directly to consumers.
Company mainly specialise in selling of fast-fashion cloths for teenagers, men, women and
children (The Premier Leader of Global Fast Fashion and Conscious Style: H&M Story, 2018).
It is the second multinational clothing retailer because of their quality products and effective
services.
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Size: H&M was founded in 1947 by Etling Persson and headquartered in Stockholim,
Sweden. Company operates in 60+ nations with around 130000 employees across the globe (The
Premier Leader of Global Fast Fashion and Conscious Style: H&M Story, 2018).
Structure: The H&M has a multi-brand matrix organisational structure with well-defined
and popular brands: H&M, H&M Home, COS, Monki, ARKET, Weekday and Afound. This
entire brand is headed by a liable individual and has local sales organisations.
Goals: There are certain goals of H&M which are shown as below:
 Increase positive customer service feedback.
 Enhance consumer engagement on social media accounts.
 Recreate H&M blog to every time include our mission.
 Use own positioning and development on environmental sustainability to market
and attract large number of customers.
Mission: Mission statement of H&M is “To drive long-lasting favourable change and
enhance living conditions by investing in communities, people and innovative ideas.
Values: Core values of H&M comprise “We believe in people, we are one team, constant
improvement, entrepreneurial spirit, cost-conscious, open minded and straightforward, and keep
it smile (H&M Mission, Vision & Values, 2020).
Identification of customer’s expectations from the organisation in terms of goods and/ or services
The core range of products under H&M fashion brand includes large number of
accessories and clothing such as sleeved jersey dresses, vests, cardigans, basic jumpers, pants,
jeans, fashion shirts, jewellery, shoes, undergarments, jackets, purses and T-shirts. These are
main products sell by H&M to their customers. For this, expectation level of customers towards
H&M is higher because they expect superior equality at affordable price. They also expect time
to time delivery of products according to their needs and requirement. In order to fulfil
customer’s expectation, company offers higher quality clothing products at a premium price. Gap
and Zara are main competitors of H&M (Jamshidi, 2019). As compared to both brands, H&M
products or services are prices relatively low as a part of its pricing strategy. Therefore,
expectation level of customers towards H&M is higher and it is the role of employees and
employers to satisfy customer’s expectation easily. As it turns to help H&M in accomplishment
of competitive advantage and improvement of its brand image or goodwill in marketplace and in
customer’s mind.
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SWOT analysis related to an organisation
SWOT
Strengths
 High brand image
 Competent workforce
Weaknesses
 Depends over third part supplier
Opportunities
 Expansion in emerging markets
 Focus over online platforms
Threat
 Intense competition
 Evolving fashion trends
Role of the employees within the organisation and their support to achieve objectives
The employees are the main and true assets of an enterprise. They are the ones who plays
important role towards the successful functioning of company. There are different roles of
employees in the organisation including, role as a technical expert, hiring manager, team playing,
safety and healthy, maintaining good working culture etc. These are considering main roles of
employees that support H&M in achievement of its long term goals and objectives within given
time period. They also play an essential role in deciding the culture of the workplace. Therefore,
employees are main part of the business success and growth at marketplace. In the H&M,
employees strive hard to contribute their level best and accomplish the assigned targets in the
stipulated time frame (Leiser and Gensert, 2019). Along with this, sales advisors carry out
customer service as well as merchandising roles on the sales floor of Hennes & Mauritz
stores. Employees set up garments nicely on shelves and racks, locate products for shoppers, ring
up buyer purchases, and operate cash registers. These are major roles played by employees
within H&M and also work towards attainment of long term and short term goals easily.
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Explanation of training and development along with its importance to an organisation
Training and development both are different from each other. Training is used to provide
for short term improvements that help in performance of particular roles allocated to employees.
While, development is wide in scope and covers the programmes that will work in the direction
of changing personality of a person or an employee. The development programmes have long
term effect that persist with a person for lifetime. The importance of training for a person or
employee is that aid in rapid professional growth through bring improvements in the current
performance abilities. This will help till an employee performs particular role within an
organisation in respect of which was ascertained. On the other hand, the benefits ascertained
from the programmes of development last forever with an employee. This aspect has dual
positive impact that aid in development of personality and professional career. The personality
improves through development of new skills while, professional growth can be ascertained with
the aid of its application at workplace. This does not bound the ability of an employee over
performance of particular role. It allows the use of developed skill in all different areas within or
outside of an organisation (Oishi, 2018).
The concept of training and development has similar importance for an organisation as
grabbed by employees. This will provide an opportunity to build the competent workforce that is
able to perform in every kind of conditions. Also, the benefit ascertained in the form of
employees trust over employer where they work with high engagement and deliver the
qualitative outcomes that are sufficient to grab competitive advantage in market.
Importance of the role of HR manager within an organisation
The role selected to analyse from the chosen organisation H&M is HR manager. This
person is liable to manage all the activities of HR department. The different number of functions
performed by the HR department within an organisation is related to recruitment& selection,
performance appraisal, training and development, maintaining employee relation etc. It is the
duty of HR manager to ensure that all these functions are performed in appropriate manner
within an organisation. In this regard, HR manager is required to allocate the duties and roles to
all different personnel’s working under this department. This will help in future as direction to
those personnel’s along with creating sense of obligation that if they not perform work as per the
provided standards then have to face negative consequences. The HR manager is the sole
personality who is responsible for the completing all functions of HR department perfectly on
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timely basis so, the other departments can perform their functions appropriately in direction of
accomplishing organisational objectives (Singh and et. al., 2019).
This is the prime role within an organisation that deliver many type of benefits. It will help
an organisation to build effective team of departments that work in direction of accomplishing
organisational objectives, creating positive working culture, higher employee engagement,
motivated personnel’s and less rate of employee turnover. The main benefit ascertained will be
related to workforce planning where in any situation organisation does not have to face the
situation of employee shortage.
Skills and Knowledge required to carry out this role
To carry out the role of HR manager within an organisation two aspects are required utmost i.e.
skills and Knowledge. The detailed explanation in relation to both determinants is provided
below:
Skills
 Management skills
 Listening skills
 Conflict resolution skills
 Problem solving skills
 Communication skills
 Time management skills
 Team building skills
 Decisions making skills
 Budgeting skills
 Empathetic skills
 Coordination skills
 Critical thinking skills
 Negotiation skills
Knowledge
 Employment legislations
 HR policies and Standards
 Organisational policies
 Industry Regulations
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 International standards of HRM
 Administration and Management
 Customer and personal service
 Public safety and security
 Computer and electronics
Determination of the training and development requirements that needed to consider
The role of HR manager is quite important within an organisation. This person is responsible
for handling the activities of the prime department of an organisation that has direct relation with
all others. The hiring of candidates is done by HR within different departments according to the
nature of job and requirements. If employees are not selected on time or as per the requirement
of job, then no department within an organisation is able to perform effective functions that leads
the failure in market. So, it is the responsibility of the HR manager is to direct the departmental
activities in such manner that able to appoint reliable candidates at the time of actual
requirement. In this regard, the aspect that will contributes in development of HR manager
performance is training and development. As, training and development both are different
aspects so needed to consider different requirements in relation to improving the performance of
HR manager. These are defined below:
Training: The training requirements which are important in nature to improve the
performance of HR manager includes Employment legislations, HR policies and standards,
organisational policies, industry regulations and international standards. The option of training is
considered for these areas as help in development of performance in particular role. These will
help to be effective HR manager within an organisation (Soares Oliveira, 2018).
Development: The development requirements includes Management skills, listening skills,
Conflict resolution skills, Problem solving skills, Communication skills, Time management
skills, Coordination skills, Critical thinking skills, Negotiation skills. The development in all
these areas help to improve personality that not only aid in performance of HR manager function
but also support in functioning other organisational related works.
CONCLUSION
It has been concluded from the above report that organisation has well defined structured
that guides the employees in positive direction towards accomplishment of organisational
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objectives. Also, this organisation has sufficient resources to tackle the impact of external
impacts and sustain in market for longer period of time.
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REFERENCES
Books and Journals
Arrigo, E., 2018. The key role of retail stores in fast fashion companies: The H&M case study.
In Contemporary Case Studies on Fashion Production, Marketing and
Operations (pp. 121-137). Springer, Singapore.
Jamshidi, M., 2019. Keeping Relationship in Physical Store in a Digital Era: a Study in H&M
and Åhlens.
Karlsson, S., 2019. The Race to the Bottom:-A Minor Field Study of H&M’s CSR in practice.
Leiser, M. and Gensert, C., 2019. The role of authenticity of user-generated content as part of the
product presentation in an online shop: A qualitative study of the empirical case of
H&M.
Oishi, A. H. A., 2018. Analysis of H&M home supply chain and implementing such in
Bangladeshi market of same arena.
Singh, J. and et. al., 2019. Evaluating approaches to resource management in consumer product
sectors-An overview of global practices. Journal of cleaner production. 224. pp.218-
237.
Soares Oliveira, T., 2018. Businesses, the UN and decent work promotion: a case study of H&M,
ILO and Sida’s engagement in Cambodia.
Online
H&M Mission, Vision & Values. 2020. [Online] Available through:
<https://www.comparably.com/companies/h-m/mission>
The Premier Leader of Global Fast Fashion and Conscious Style: H&M Story. 2018. [Online]
Available through: <https://successstory.com/companies/fabulous-fashion-for-all-
and-fashion-with-a-conscience-profile-on-hm>
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