HRM Practices at H&M: Strengths, Weaknesses, and HR Approaches

This article discusses the HRM practices at H&M, including the strengths and weaknesses of their HR practices, different HR approaches, and the benefits of HRM practices for both employers and employees. It also explores the adoption of flexible principles, key regions of employment legislation, and the impact of legislation on HRM decision-making. Additionally, it provides information on the job description and specification for an HR assistant position, preparatory notes for an interview, and the evaluation of the recruitment process.

HR

Table of Contents
INTRODUCTION...........................................................................................................................3
Section 1...........................................................................................................................................3
Company overview......................................................................................................................3
Strength and Weaknesses of HRM practices at H&M.................................................................4
Assessment of different HR approaches of H&M.......................................................................5
Benefits of different HRM practices for employer as well as employee.....................................6
Adoption of flexible principles for H&M....................................................................................7
key region of employment legislation..........................................................................................7
Section 2...........................................................................................................................................8
Preparatory notes for interview (Interview Script)......................................................................9
Evaluation of the recruitment process........................................................................................10
CONCLUSION..............................................................................................................................10
REFERENCES................................................................................................................................1

INTRODUCTION
For achieving better success in the market every organization need to involve number of
functions and their respective departments (Delery and Roumpi, 2017). All are performing their
respective task which is different from other, yet they are interdependent of each other to
perform better within organization. Just like other department Human resource department is the
main department in very company as they used to recruit, select, and train the employees to
perform the duties within organization. This report will evaluate the purpose and function as well
as HRM. Further, in these practises of HRM like CV and the offer letter etc.
Section 1
Company overview
Hennes & Mauritz AB is a multinational company offering the latest varieties of clothes, having
headquarter in UK. This company is operating more than 74 countries all-over the world and
having around five thousand stores (Kim And et. al., 2019). H&M stands second in the
international businesses in the clothing retailer in the world.
Purpose and functions related to HR
The HR department is responsible to manage the group of employees and also perform different
activities to develop them.
Purpose: the main purpose of human resource department is to coordinate the employees and
achieve the organization goal and satisfy their needs as well. The main purpose of human
resource are:
Recruiting and selecting In the current world the employment is less so for a particular vacancy
there are number of people who used to apply (Meijerink and Keegan, 2019). Its human resource
work to select the right candidate from those number of candidates who have applied for the
same.
Management of culture its human resource duty to ensure all the worker about the culture so
that they can work accordingly. They are focusing on the equality within organization as all the
employee's must find an equal opportunity so that they can work effectively.
Providing effective workplaces when the employee's within the company are satisfied then they
will perform more effectively which will higher the productivity of the organization. They also
make sure that they are trained and highly motivated with organization.

Developing the performance As the human resource are mainly concern about the employees.
The different activities such as providing training and development session to the employees,
encouraging them so that they can reach their maximum potential in the company (Obedgiu,
2017).
Function of HR
Human resource department is a most important department and the function which perform by
them are also very important as well (Nadiv, Raz and Kuna, 2017). The functions are:
Training and development: the employees who are working for the H&M need regular training
session so that they can develop the skills and knowledge. When a new employee enter the
company then need lots of training and guidance so that they can perform their activities
effectively.
Supervision the objectives of departments: the human resource are developed so that they can
provide efficient man power to the H&M. They also inspect the objectives and goal of the
particular department and allot the skilled employees accordingly.
Motivating the workers: the human resource are also taken care of the employees and check their
motivation level if they are less motivated then they make efforts to make them more engaged.
The HR department also provide feedback to them so that they can know where they are lacking
behind and train them to improve.
Strength and Weaknesses of HRM practices at H&M
There are number of activities which are undertaken by the human resource department yet the
primary activity of HR is to recruit the efficient and effective candidate (Rubel, 2019). The
recruitment is done both side extrinsic and intrinsic, further they use to select, train and motivate
the employee's. So the strength and weaknesses of both the practises are:
Internal recruitment
The H&M used to recruit its desire candidates primarily from the organization itself because they
know the capability of employees who are currently working within the organisation. Therefore
they can recruit from the same according to advancement of skill and knowledge.
Strength
when the existing employees are promoted to higher post then they are more motivated and
perform better. When the human resource will identify the hard work of the employee then

employee feel more belonging to organization. With the help of this H&M can also have lot of
money on advertisement regarding job (Díaz-Fernández, López-Cabrales and Valle-Cabrera,
2020).
Weaknesses
when a individual in an organization is promoted at higher position and remain employees are at
same place then they may demotivated. Their may be chance to identify wrong individual who is
having an extra knowledge. If the referral is being used then also the company have to invest a
lot of time on the candidate training and development programs.
External recruitment
In this type of recruitment process the external employees are welcome in the H&M as per the
talent requirement in the organization.
Strength
When H&M used to recruit from outside the organization then they are going to have an fresh
and more talented employee's (Chyhryn And et. al., 2019). More qualified candidate involved
within organization who can easily compete in the market with effective skills and knowledge
they have. The organization also have lots of choice when will use this recruitment process.
Weaknesses
The external recruitment process is competitively needed a huge cost to perform as in this H&M
will organize different interview session for different candidates. They also have to invest in
their traing and development process to achieve the desired employee.
Assessment of different HR approaches of H&M
Recruiting and selecting
When the H&M need the employees in any department then its task of HR department to find
best and suitable candidates who can fulfil the need of organization (Berton, Devicienti and
Grubanov-Boskovic, 2017). Its responsibility of HR to provide the necessary candidates to the
organization as per their needs.
Performance management

The management practise regarding the performance of the individual are also concern with the
HR department. The H&M is regularly organizing different programs for its employees in which
they can enhance their performance (Yesufu, 2021). H&M is providing effective benefits to the
employees when they are performance better than others.
Training and development
When the existing and new employee is being selected for higher position then organization have
to provide them relevant training session. With these employees are more engaged and motivated
towards work.
Benefits of different HRM practices for employer as well as employee
Individual development: Its HR responsibility to ensure that all the employees are being trained
effectively so that they can contribute their maximum to H&M. This also help the employers
because when employee perform well then they are most efficient assets for them.
Employee retention: in every organization the employees are the main element which are
supposed to stay with the organization for all (Haak-Saheem, 2020). H&M is undertaking
different type of activities so that they remain with the organization.
Motivation: When the employees of H&M are performing efficiently then it will be good for the
employers and when the company will provide better wages then it leads to motivated
employees. The human resource is motivating both to be connected.
Workplaces flexibility: When the H&M is providing the flexible working condition to the
employee's then they are also ready to deal with the challenges. The human resource in H&M are
recruiting those candidates who are effectively done the dynamic work and change as per the
time.
Profit and productivity: any individual have their performance as they have performed in the
academic years. The worker who are working together must a belongingness with each other and
try to stand each other. They must have a faith on each other and can do their job with
coordination. With the employees are doing work jointly then they will perform better and it will
also help organization to reach the goal. When all the employees will engaged in the work and
assist to take the decision will help the organisation to take right step and H&M must ensure the
decision is as per the preference of the employee's.

Adoption of flexible principles for H&M
Flexible organization: this type of organization have such employees who have ability to
enthusiasm tic to the changes. When ever the change comes in the external environment then
flexible organization easily adopt that changes and sustain in the market for long. H&M is
having such an environment in which they can easily adopt the change to serve their customer
effectively.
Flexible workplaces: the organization which have flexible workplace that used to direct impact
on the workers. When this is flexible all type of employees can retain with the organization for
long. H&M is having a flexibility in its work so that employees get benefits.
Employer of choice: if the employers not have a healthy connection with its employees then it
will influence the capability of the employees as well as organization. Therefore, the employer
must provide enough opportunity to its employees and employees should perform their
maximum with the organization.
key region of employment legislation
Every organization must follow the necessary rules which are being made by the respective
countries to operate in effective manner. There are many laws which must to followed by H&M:
Equality act, 2010
As per the law of equality all the employee's must be treated equal in the organization interest of
their gender, colour, caste or nationality. They should be promoted and engaged as per their level
of performance within the organization not as per any other considerations. H&M is regularly
working its operational activities keeping these laws on priority.
General data protection law, 2018
The employees who are working in an organization must kept all the information confidential
and not share any information about the organization to any other person outside the organization
(Berton, Devicienti and Grubanov-Boskovic, 2017). Employees of H&M are regularly following
this law while working in the company.
Employment act, 2018
The organization have to satisfy the needs of the employee's who are working in the organization
to achieve the common goal. If the employees are not getting favourable working environment

then they can easily say no to them (Yesufu, 2021). H&M should satisfy employees by giving
them better working environment.
Firing and retirement act, 2000
Any organization can not able to terminate an employee's without any valid reason, and they also
have to provide a written notice for the same. H&M should not able to fire any employees
suddenly without and prior notice.
Impact of legislation on HRM decision-making
the HRM is the department who use to control the activities of employees as well as employer.
The HRM have the role to build an effective relationship between employers and employees and
with the legislation they have an defined manner on which they can guide both of them about
their work (Haak-Saheem, 2020). H&M employee's and the employers are trying to perform
their work as per the laws of legislation, therefore the legislation assist HRM to help both to
perform better within organization.
Section 2
Job description and specification
Job title: HR assistant
Reporting to: HR Manager
Salary: 20000 per annum
Job summary
The work of HR assistant is very closely with the manager of human resource. They have to
follow the guideline transferred from higher author y of H&M. The position will responsible to
recruit, select and developing health relation between employees with employer.
Main duties/ responsibilities
To respond the question of which are asked by HRM.
Managing employees issues on E-mails.
Deal with payroll and develop an effective pay-roll.
Coordinate with the employee's and resolve the issues.

CV1
Name: shane jordan
Contact: [phone]
Mail: [e-mail]
Personal statement: an effective communicator and having in-depth knowledge about the HRM
process and having related skills as well. Ability to perform the task in pressure condition.
Experience: worked for 2 year in Tesco as consultant in HR.
Education: BA (Hons), human resource management
Language: English, French
Additional skill: know about the business consent and technology advancement.
CV2
Name: Johanson Smith
Contact: [phone]
Mail: [e-mail]
Personal statement: An effective worker having knowledge of different skill an human resource
managers have to perform its task easily. Work hard in every situation and contribute maximum
potential.
Experience: worked as Human resource senior associate in Morrison.
Education: BA (Hons), human resource management
Language: English, French, Italian
Preparatory notes for interview (Interview Script)
For the purpose of interview:
Q1 tell about your experience and knowledge?
Q2 give a sensible reason to hire you?
Q3 tell about you strengths and weaknesses?
Q4 what is a difference between management and HR management?

Selection Criteria
Skills CV1 CV2
Communication skill 5 4
self-confidence 3 5
Motivation 4 5
TOTAL 12 14
Employment offer to the selected candidates
Date: 21/05/2021
Name: Johanson Smith
Contact: [phone]
Job offer letter for the position of HR assistant at H&M
Dear Johanson,
You are being selected in the interview which is being conduct at H&M organization and the
company is offering you job of HR assistant. The annual salary is 20000/.
Kindly accept the offer letter and join the company we are welcoming you,
Sincerely,
John cater
HR consultant
H&M AB
Evaluation of the recruitment process
In this process of recruiting employee in H&M there are different step, so I came to know about
them deeply. As the H&M is using direct recruitment process to select the most effective
candidates. In this firstly the job specification and description is presented and then CV's are
collected, further interview are organized and then accordingly selection is made.

CONCLUSION
This report concludes that the human resource management is an vital part in every
organization as H&M. There are different function which they follow to achieve the
organizational goal effective and retain the talent with the organization. There are different laws
which are followed by H&M to work effectively in the market.

REFERENCES
Books and journals
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Chyhryn, O.Y., And et. al., 2019. HR Management in the Digital Age: the Main Trends
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Delery, J.E. and Roumpi, D., 2017. Strategic human resource management, human capital and
competitive advantage: is the field going in circles?. Human Resource Management
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Díaz-Fernández, M., López-Cabrales, A. and Valle-Cabrera, R., 2020. Strength of HRM systems
and perceived organizational support as determinants of employment relationships: The
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Haak-Saheem, W., 2020. Talent management in Covid-19 crisis: how Dubai manages and
sustains its global talent pool. Asian Business & Management. 19. pp.298-301.
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managers. Employee Relations.
Obedgiu, V., 2017. Human resource management, historical perspectives, evolution and
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Rubel, M., 2019. The Strength of Human Resources in Organization. International Research
Journal of Engineering and Technology (IRJET). 6(4). pp.2796-2799.
Yesufu, S., 2021. Harmonising Road Transport Legislation in the SADC Region for Crime
Prevention. Insight on Africa. 13(1). pp.28-55.
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