HRM in Practice: Strategies, Characteristics, and Challenges

This report discusses HRM strategies, characteristics, and challenges in the context of H&M. It covers the nature of HRM and its impact on organisational growth, performance management, and people resourcing. It also explores alternative approaches to managing and leading people. The report is helpful for generating effective growth and progress in the company.

HRM in Practice
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Table of Contents
Part 1- Report...................................................................................................................................3
Introduction ...........................................................................................................................3
Organisational Overview .......................................................................................................3
Organisational strategies .......................................................................................................4
HRM Strategies .....................................................................................................................4
The nature and characteristics of HRM .................................................................................4
Feature 1- Performance management.....................................................................................6
Feature 2- People Resourcing.................................................................................................7
HR practice-based Challenges ...............................................................................................8
Alternative approaches to managing and leading people ......................................................9
Conclusion ...........................................................................................................................10
Part 2- Poster..................................................................................................................................11
FOUR strategically and culturally appropriate HR practice recommendations...................11
References .....................................................................................................................................12
Books and Journals...............................................................................................................12
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Part 1- Report
Introduction
Human resource management is helpful for improving organisational practices for the
growth of development through a psychological contacts. This department is helpful for
generating effective growth and extended responsibilities to analyse the system in an effective
manner. As the HRM practices become the popular within the departments of the company. With
the help of most effective and motivational organisational growth that is helpful for generating
for organisational performance. HRM Practices are very helpful for the growth and progress of
the organisation and make suitable changes. For controlling and analysing the system for
effective teamwork and growth for the manager and changes in the organisational development
(Ambituuni, Azizsafaei and Keegan, 2021). This report includes the organisational overview,
their strategies and its impact on HRM strategies. Further, the development and characteristics
for the growth HRM in the development. In addition to that, different challenges and alternative
approaches for leading people in an organisational growth are going to be discussed. The report
content is helpful for generating effective growth to provide different opportunities to make
significant aspect in the company.
Organisational Overview
The chosen organisation is H&M, that is serve their customers in the field of effective
fashion lover across the globe. To make a long way for analysing effective growth in Hennes
store that opened in 1947. Now, the company is offering world fashion blogs with different
strategies and design to use effective and exciting ways (Di Pietro, Monaghan and O'Hagan‐Luff,
2021). Now the H&M group have serving their fashion and designing products with the help of
different suppliers. Company is serving in more than 53 online website and 74 markets stores.
H&M, serves in USA, Germany, UK, Russia, Sweden and other countries. Across the world the
company have more than 4913 stores. Company having more than 126,376 number of employees
while serving in two markets that is Clothing and Accessories (H&M Group and its history,
2021). In 2019 the company serve their first big fashion in world and analysed the detailed
information on the effective products to manage in the supply chain productive. Mainly the
company try to work with their HRM group and serve the services in an e-commerce market for
having growth in the cloth and accessories.
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Organisational strategies
H&M strategies have been very successful and make effective growth in managing work
and used systematic changes for serving best quality and use best practices. There are different
ways that somehow help the company to work and used in an annual report to work and applied
systematic changes for the quality of their own products and services. Taking responsibilities to
use an effective responsibilities for enlarging the environment and prerequisite the growth in
profit of the company (Sanders, Guest and Rodrigues, 2021). These strategies must be helpful for
using and applied techniques in the fashion industry. This is very helpful for generating effective
strategies and make commercial mindsets to achieve constant improvement for improving the
basic qualities. In order to achieve long term objective of H&M, and make a strategic plan that
is useful for completing source and achieve five year strategies in H&M.
HRM Theories
It helps in explaining the role and requirement of the HR in the organization. The HR
model and theories helps in explaining the role of the HR and their role in adding value to the
organization and business. There are various models which are used in the organisation that are
basically divided into the following theories:
HR value chain: This model is considered to be one of the best known model in the HR process
and it helps in creating a nuance regarding the various models and how the HR operates. As per
this model it is basically divided into two HRM outcomes and HRM activities. The HRM
activities are divided into activities which are related to the day to day operations and which
involves the training, compensation, recruitment and succession planning and all these activities
are measured using the HR metrics. In context to HRM outcomes the main objective is to
achieve the HRM activities and involves compensating, training and recruiting the various ways
to achieve a outcome or goal.
The HR value chain advanced:
Another model of Hr is known as HR value chain advanced which is quite similar to the
HR value chain but basically involves the differences in HR value chain. The organizational
performance is basically called as the balance scorecard. The balanced scorecard basically
involves the various performance indicators that involves process perspective, customer
perspective and financial perspective which are basically involved into the HR value chain.
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The hard work Framework for the HRM:
Under this model it basically involves five components and it basically starts from the
stakeholder interest and the stakeholder comprises of the government, management, shareholders
and many other policies with considered interests. The situational factors involves the unions,
workforce characterstics and various other factors.
The 8-box model by paul Boselie:
The 8 box model basically involves the internal and external factors that basically influences the
effectiveness of HR process. The organisation technology, culture and history involves all the
factors which are communicated in the HR process. It basically involves the intended hr
practices, actual HR practices, Perceived HR practices, HR outcomes.
HRM Strategies
The HR team of the company is helpful for planning a clear and concise objectives and
link that objectives with business strategies. This will be helpful for enhancing the organisational
growth and make better activities to make human resource management. The HR of the company
to achieve the recruitment, controlled enlightenment, design the products, quality of their
products and services. This work is related to having growth in margining and acquisition to
achievable design collaboration for appropriate changes that were adopted in market (Schotter,
Meyer and Wood, 2021). The main strategies of the company is link their services in an effective
and helpful issues for generating training and development process, improved recruitment and
retention period. This will be helpful for generating different factors and used growth in the
organisational strategies to drive marketing strategies. These mentioned strategies are helpful for
generating effective performance and productivity of the employees.
The nature and characteristics of HRM
The nature of the HRM practices within an organisation is helpful for completing
function like planning, organizing, directing to make a control over the feature within an
organisation. H&M is performing their operations in fashion industry and manage their
employees growth with the help of right HRM practices. HRM department needed to involve and
manage for development, maintenance and management process of the company. This is helpful
for generating effective growth and progress to achieve team spirit and work culture for the
growth of the organisation. The management process is needed to be work in an effective manner
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and achieve effective growth. In the diffusive and complex nature of the management is helpful
to other departments in an effective resources. The nature of the HRM department is very
dynamic, static and changing as per the period. All is related to complete work and make
anthropology, political, legal and others factors that are needed to be governed by the HRM
(Singh and et.al., 2021). So, it can be said that nature of the HRM department and the company's
strategies is interlinked and managed for the growth of constitute and embedded behaviour of
HRM. This is helpful for solving ineffective issues and HRM practices, growth and policies to
for the growth of the company in their industry. There are major characteristics that is related to
make combination for both the version and make effective required changes in the company and
their culture:
 It is an art and science: HRM department, act as the art and science innovation in the
management of the company. This is basically helpful for generating effective
complexity and use effective management within the people management. This work is
act as the art because it manages the people within the organisation. Whereas, this has
been treated as science as it makes precision and rigorous decisions for the required
theory and development process.
 Pervasive in nature: Management team of the company is having all pervasive nature
because it will be helpful for generating all type of organisational success. Whether, the
success is social, cultural, political or with the effective organisational function and
management. So the help of HRM department is related to having direct functions and
efforts for the growth in definite purpose and management techniques. Spreading the
ideas and thoughts within the organisation is helpful for analysing the different situation
in the company.
 Continuous process: This is helpful for generating number of functions and performed
in the series. This process will be helpful for generating human resource planning and
make performance appraisal in the team work (Than, Le and Le, 2021).
 Employee oriented: This characteristics is related to employee oriented culture for
boosting the economies and manage success for the company. With the help of
corporative culture and effective behaviour of the employees are related to effective skills
and abilities in management of the company.
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 Development and growth: The HR team of the management is helpful for managing
people and recruiting the efficient with skilled employees in the appropriate job placing
at the right time with right cost. Human resource management play a significant role in
achieving organisation goals and objectives for the growth in competitive market.
Feature 1- Performance management
Performance management is helpful for using effective corporate management tools that
actually help the manager for perform the work. The main goal for performing the management
function within the company is to analysing tools and create the environment for their
employee's best abilities and management process. This is related to three main process of
coaching, corrective actions and termination. This is related to the growth of people management
in the chosen company analysis. This process is linked with the performance management of
H&M as they are using this function on the basis of create, comprehend, communicate,
collaborate and confront the growth. This is helpful for generating effective growth and achieve
performance management with the employee's of the company (Wheeler and Buckley, 2021).
Performance management is one of the achievable technique for developing people
management. As each person of the performance management is helpful for ensuring the team
and make expectation in the growth. It is related to ensure the effective and helpful environment
for generating employee’s opportunities. It could be helpful for generating improvement in
addressing issues and meet the expectation of the employees with productivity. Managers of the
company will prefer to leave performance management perspective to ensure the annual growth
and evaluation of the company. There are different tools that help the employees for work and
make systematic growth in the higher performance. This is related to achieve the solutions to
using effective performance management in the company. Performance management will be
helpful for the company to ensure the good work and make a differentiate tools manage their
mediocre, good and great employees (5 People Management Strategies for Organizational
Success, 2021). The HR department of the H&M, is able to use their different perspective to
work and analyse the systematic changes. That perspective is based on the job description and
agreed objective that helps for managing rewards in the company strategies and policies
behaviour.
This is analyse, that the performance management is linked and making clear objectives
for the high profit in the company (Cheng and Hackett, 2021). This is beneficial for having
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performance management and make objectives for providing opportunities with the supervisors
changes in the different policies. This is the very small part of the HRM strategies and used to
make growth in the H&M to work effectively and perform different task at efficient rate.
Feature 2- People Resourcing
This is related to used a start-up for the success and choose right people at right platform
in the business organisation. In H&M, the company is using effective people resourcing
information for the growth to work. It will be helpful for the success of the company to perform
systematic changes in the financial year. People resourcing is helpful for the growth for the need
to used staffing and forecasting the ways and plan in organisational growth. In the effective
targeted plan, it can be helpful for identifying responsibilities, knowledge and skills for cultural
fit for the growth in company (Mulvie, 2021). Once the company start using for targeting and
effective skills for making core competencies for having cultural fits for the growth of an ideal
employees. The effective growth for the H&M, is used to analyse systematic changes in an
individual for analysing systematic social media for using the high talent management strategies.
The need to achieve effective targeted employees and make suitable changes in the top talented
sources. This process is known as one of the effective process for allowing the company and
analysing effective candidates at right time and right place.
The recruitment and selection process is helpful for analysing the position of the
company. To make valuable wealth in the organisation and achieve the objectives in effective
manner, the company should use effective recruitment and selection process. The manager of the
company used to achieve employee's tenure and growth in the organisational changes.
Recruitment and selection is the process that make the changes in prospective to employee's
motivation level for applying jobs in the organisational changes. It will be helpful for managing
growth to manage people and use their effective resources with different applicable challenges.
The people of the organisation is very effective and used for having considerable growth in the
experienced employees. To make effectiveness to analyse efficiency to use sustainability in the
market (Skuza and Scullion, 2021). These sources are helpful for generating source and make
changes in market. With the high performance ability and competitors in the market is needed to
reproduce the growth in organisational concepts.
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HR practice-based Challenges
There are different employees who are helpful for generating effective growth and
management profitability for the growth in the company. There are different challenges that must
be faced by the company while adopting right HR strategies within the rhetoric to make real
society. Having changing model and industry within the organisation is helpful for generating
opportunities and planning for the company. With the help of effective growth in HRM practices
and management facilities are used to generating source in development for strong performances.
Some of the major issues are discussed below:
 Attracting Top talent: One of the major issue for the HR based practices is related to
seek information and used applied resources. The result of attracting top management in
leading the resource and retain them for the longer period of time. The major issue of the
HR is to attract top talented respondents for the company for their vacant positions. In
order to examine the concepts and used targeted skills for analysing the changes (Ligonie,
2021). This issue is related to conceptualisation of the sources to attract the top talent
within the organisation.
 Embracing the change: Aligning and managing the changes is related to work for
having essential nature and make dimension to workplace in working environment. The
most ineffective and discomfort factor within the organisational concepts and behaviour
is the change management. This is needed to regenerating the main resources and applied
for the discomfort. Further, progressive report are used to analyse the major challenges
and accommodate the effects while facing uncertainty and changes for using effective
team works.
 Developing leaders: Most of the employees are not able to work and shown their poor
relationship to manager. It shown as per the decline growth in employees and never look
back to the managers for having changes in the company. This is very important for the
growth of the company to become a developing leader in the company and take different
factors to analysing systematic changes in the period of time to consult with different
leaders in the organisation.
 Fostering the culture change: In order to complete the effective fostering culture and
make suitable changes in employees. For the growth to leave the lack of development
within the organisation and make different offered products to the company. With the
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help of continuous changes and learning platform is needed to decline the company for
work on critical recruitment process. To achieve the marketing platform in effective ways
that is helpful for fostering the culture change (Shannon and et.al., 2021). But as per the
modern employee’s and the need of the company is used for ineffective presence of HR
challenging and growing tools. This could be helpful for completing the development
stage and achieve learning platform for employee’s engagement in the effective training
and development process.
 Managing diversity: Due to the major globalisation process and make organisation,
more pressurize for the effecting businesses industry. With the use of high level diversity
the company start facing issues in the management process. So, having diversity within
the organisation is one of the cause for ineffective localized system in the organisation.
While using appropriate changes and make growth for completing work and consider the
approaches for having local and effective policies to achieve progressive stage in the
company (Bayerlein and et.al., 2021). For this, the company use effective cultural
awareness programme and goals that can be helpful for using beneficial strategies. For
achieving effective attention to their better and effective ideas within the innovation in
having indifferent and diversifying business ideas. It will be helpful for the company to
make more effective and used team building activities to assist the change within the
employees.
Alternative approaches to managing and leading people
Company is needed to use right and effective sources for applying different management
for leadership and applying sources in leading people. This is an important factor for the
company to work and make systematic changes. To use an effective approaches in market leads
people in a hard-hitting manner. The company's behaviour is different sources that is used in an
effective manner for applying leadership. In order to analyse systematic growth in addressing
situation and make leading challenge in impressive hand. The alternative approaches for
managing people in the organisation is related to management, training and applicabilities. It will
be helpful for managing development of the employees and use effective organisational
development perspective for future use (Fulton, 2021). All of these are related to use H&M
brand and make proper planning for leading people and analysing the challenge. This will be
needed recommended part to work and utilised the endeavour and growth in competitive long
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term environment. There should be the long term benefits in the company that is helpful for
compromising the situation and used different approaches for manage their team in an impelling
manner. The need to adopt the right and effective strategies will be helpful for generating the
source in organisational change. All of the above discussion is helpful for generating work and
managing people that is helpful for organisational change in relation to concepts and growth.
Conclusion
From the above report, it is concluded that the company should follow the right and
effective HR practices. HR practices are helpful for completing work and used systematic
changes in the company related to managing people. The growth within the company is related to
addressing issues and making existence within the market. It will be helpful for managing senior
position and needed the growth in analysing the situation in never ending process. Changes in the
organisation and their nature to the different applicabilities are helpful for generating solution to
use in employees benefits to attain the future perspectives.
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Part 2- Poster
FOUR strategically and culturally appropriate HR practice recommendations
1. Talent strategies align with overall plan: This help the H&M to apply proactive
workforce and streamline the strategies for effective talent management sources. As
training, development and retaining strategies are helpful for using effective business
operations.
2. Provide effective training: This is mandatory for the employees for their growth and
increased productivity. The use of plenteous cost in training and workforces are assigned
for growth of employee's in the organisation. Effective training will be helpful for the
employees to make their best practices in the company.
3. Tools to access the capabilities: Company should adopt the pay for performance culture
in order to improve their progress. This will be helpful to encourage the employee’s
growth to work harder.
4. Self-managed and effective teams: Company's employees should used the resources
and manage the activities to boost up their own moral and growth. It would be helpful for
generating resources in the success of business operations.
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References
Books and Journals
Ambituuni, A., Azizsafaei, F. & Keegan, A., (2021). HRM operational models and practices to
enable strategic agility in PBOs: Managing paradoxical tensions. Journal of Business
Research. 133. pp.170-182.
Bayerlein, L., Hora, M.T., Dean, B.A. & Perkiss, S., (2021). Developing skills in higher
education for post-pandemic work. Labour & Industry: a journal of the social and
economic relations of work, pp.1-12.
Cheng, M.M. & Hackett, R.D., (2021). A critical review of algorithms in HRM: Definition,
theory, and practice. Human Resource Management Review. 31(1). p.100698.
Di Pietro, F., Monaghan, S. & O'Hagan‐Luff, M., (2021). Entrepreneurial finance and HRM
practices in small firms. British Journal of Management.
Fulton, E.A., (2021). Opportunities to improve ecosystem‐based fisheries management by
recognizing and overcoming path dependency and cognitive bias. Fish and Fisheries,
22(2), pp.428-448.
Greer, C.R., (2021). Strategic human resource management. Pearson Custom Publishing.
Ligonie, M., (2021). Sharing sustainability through sustainability control activities. A practice-
based analysis. Management Accounting Research, 50, p.100726.
Mulvie, A., (2021). Learning and Development for a Multigenerational Workforce: Growing
Talent Amongst Age Diverse Employees. Routledge.
Sanders, K., Guest, D. & Rodrigues, R., (2021). The role of HR attributions in the HRM–
Outcome relationship: Introduction to the special issue. Human Resource Management
Journal.
Schotter, A.P., Meyer, K. & Wood, G., (2021). Organizational and comparative institutionalism
in international HRM: Toward an integrative research agenda. Human Resource
Management. 60(1). pp.205-227.
Shannon, D.K., Snyder, P.A., Hemmeter, M.L. & McLean, M., (2021). Exploring Coach–
Teacher Interactions Within a Practice-Based Coaching Partnership. Topics in Early
Childhood Special Education, 40(4), pp.229-240.
Singh, S.K., Mazzucchelli, A., Vessal, S.R. & Solidoro, A., (2021). Knowledge-based HRM
practices and innovation performance: Role of social capital and knowledge sharing.
Journal of International Management. 27(1). p.100830.
Skuza, A. & Scullion, H., (2021). Talent Management in European Organizations. In The
Routledge Companion to Talent Management (pp. 176-186). Routledge.
Than, S.T., Le, P.B. & Le, T.T., (2021). The impacts of high-commitment HRM practices on
exploitative and exploratory innovation: the mediating role of knowledge sharing. VINE
Journal of Information and Knowledge Management Systems.
Wheeler, A.R. & Buckley, M.R., (2021). The Current State of HRM with Automation, Artificial
Intelligence, and Machine Learning. In HR without People?. Emerald Publishing
Limited.
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Online
5 People Management Strategies for Organizational Success, 2021. [Online]. Available
through:<https://www.linkedin.com/pulse/5-people-management-strategies-
organizational-success-boone-mba-mj>.
H&M Group and its history, 2021. [Online]. Available through: <https://hmgroup.com/>.
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