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Hennes & Mauritz (H&M) Managing People Report

   

Added on  2020-03-16

13 Pages3061 Words48 Views
1Running Head: MANAGING PEOPLEExecutive Report: Hennes & Mauritz (H&M)

2Table of ContentsIntroduction................................................................................................................................3Purpose of the Report.................................................................................................................3Business Setting in H&M...........................................................................................................4Job Ability..............................................................................................................................4Motivation..............................................................................................................................4Reward Systems.....................................................................................................................5Employment relation and health and safety legislations........................................................5Performance Management in the company................................................................................6Development Component.......................................................................................................6Appraisal Component.............................................................................................................7Disciplinary Component.........................................................................................................7Employment relation and health and safety legislations........................................................8Findings of the analysis..............................................................................................................8Synopsis of the findings.........................................................................................................8Strengths and weaknesses of the company and areas for improvement.................................9Recommendations......................................................................................................................9References................................................................................................................................11

3IntroductionThe following report focuses on a case study of the company Hennes & Mauritz (H&M), which is a Swedish retail company dealing in clothing. The company is popular for its fast fashion clothing options for kids, men, teenagers, and women. The company has approximately 4500 stores which are located in more than 62 countries. The company also deals in online retailing providing its shoppers experience in online shopping. The company has a huge employee and customer base which has made it the second largest clothing retail chain (H&M Group, 2017). This report aims at discussing the HR practices of the company with respect to motivation, performance management, rewards system, and health and safety legislations. The audience for this report is the management of H&M. the report is based on the secondary literature and no primary data has been gathered for this report which serves as its limitation. Purpose of the ReportThe aim of this report is to analyze the HR practices that are employed by the company, H&M in managing its employees. In order to attain the aim of this report successfully, following objectives have been developed.To understand the business setting of the company in relation to job ability, motivation and reward systems adopted by the companyTo gain an insight on the employment relations and health and safety legislations adopted by the companyTo understand the performance management of the company with the application of suitable models and theoriesTo make recommendations for the gaps identified and for the enhancement of organizational effectiveness and efficiency.

4Business Setting in H&MIt is essential for the organizations to manage its most important asset, that is, its employees. If the employees are satisfied in the organization, it is likely that the company hasbetter productivity and profitability.1.Job AbilityThe job ability refers to the different skills required by the employees to carry out their work duties. The company requires different job abilities for different job positions; however, there are certain abilities and qualities that are to be present in an individual to workfor the company. The company looks for those individuals who are passionate and dedicated towards fashion and design, are focused on achieving customer satisfaction. It also looks for people who are business driven, and who have a similar set of values as that of the company (H&M, 2016). Apart from these basic job abilities, employees working in different departments are required to have the relevant expertise. For example, a sales employee is required to have the convincing ability, presentation skills, and effective communication abilities. 2.MotivationThe company's HR strategy is influenced by the Maslow's need Hierarch theory which indicates that there are five level of needs, the satisfaction of each need level motivatesan individual to move to the higher level of needs (Maslow, 2013). In the context of H&M, the company is offering a good salary, incentives and opportunities for establishing networks within the organization (H&M, 2016). Its H&M incentive program ensures long-term commitment and involvement of its employees, which as per the Maslow’s theory are satisfying the physiological, safety, and belongingness needs (H&M, 2017). The company is also allowing its employees with proper opportunities to accomplish their self-esteem and self-actualization needs and for their

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