Human Resource Management: Functions and Importance

The provided document discusses various studies and articles related to human resource management (HRM), including its impact on creativity, operational performance, high-performance practices, and strategic management. It also covers the current situation and strategies for mental health care in Brazil and the role of HRM in organizational outcomes. The document highlights the importance of HRM in managing employees' attitudes and behaviors, as well as its contribution to organizational performance. Additionally, it touches on the concept of high-performance human resource practices and their relationship with strategic HRM.

Human Resource And
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Purpose and function of HRM in workforce planning and resourcing in Zara....................1
P2. Strength and weaknesses of different approaches of recruitment and selection process......3
TASK 2............................................................................................................................................5
P3. Benefits of HRM practices for both employees and employers...........................................5
P4. Effectiveness of different HRM practices for rising profit and productivity........................7
TASK 3............................................................................................................................................8
P5. Importance of employee relations which influence decision making...................................8
P6 Key elements of employee legislation and its impact on HRM decision making.................9
TASK 4..........................................................................................................................................10
P7. Application of HRM practices in corporation....................................................................10
CONCLUSION..............................................................................................................................12
REFERENCES .............................................................................................................................13
ONLINE.........................................................................................................................................14

INTRODUCTION
Human Resources Management (HRM) is an functional department of private and public
sector companies. They have various roles and responsibilities towards the organisation and
employees. HRM is a term which is used to improve employee's performance and organisation's
productivity by different methods. Human resources management is helps to get future
objectives and goal efficiently. This will provide their product and service to the customers who
helps them to make Goodwill in the market (Alfes, 2013). This project report is based on Zara,
which is a Spanish fast fashion retailer who deals in clothing for men, women and child. The
company was founded in the year of 1974 by Amancio Ortega and Rosalia Mera. This
organisation has around 2,100 stores located across 88 countries. The project report represents
purpose and functions of HRM as well as their strength and weaknesses in various approaches.
In addition to this, it represents effectiveness of HRM practices for employees and employers
differently. At the end. it determines role of HRM in development of organisation as well as
employees.
TASK 1
P1. Purpose and function of HRM in workforce planning and resourcing in Zara
Human resources management is provide effective and efficient workforce in the
organisation who helps them to achieve their future objectives. This organisation wants to
provide products and services according to their customers’ demand. For this process, they need
effectiveness in their working approaches to fulfil them.
Purpose of HRM
Staffing – The main purpose of HRM in given organisation is to assign capable person
on the vacant post. For this, they have analysis about their skills and capabilities for effectively
working in the company. The main motive of staffing is to fill vacant position of company with
most suitable candidate (Batt and Colvin, 2011).
Effective use of Resources – For Zara, it is very important to analyse their resources
according to their future objectives that they want to achieve in future. For this purpose, it is very
important that their employees effectively use the available resources to get higher productivity
without any wastage. The purpose of HRM is to monitor all the procedures of the employees and
firm that helps in providing them better outcome.
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Engage employees – HRM deal with the employees of the organisation and they know
that employee’s engagement is very important for achieving future goals. So, in this process,
they provide them team work and same task that they need to complete together because
employees are the key strength of a firm. Therefore, this is very important to build relation
between them. This process will helps locate all employees in a group who help them to improve
their strength through other candidates (Buller and McEvoy, 2012).
Promote organisation's culture – In Zara, it is very important to build a positive
working environment for the employees to make them feel motivated and happy to stay there.
So, HRM of the firm need to understand the factor and manage their things and activity
according to this for building positivity in the organisation.
Functions of HRM
Recruitment and selection – HRM of given organisation deal with its each and every
department. So, they know very well that which type of candidate will be good for the company
who effectively provide his contribution and services in the organisation. Thus, this is their
responsibility to recruit and select capable and deserving candidate among all. Through this
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Illustration 1: Function of HRM
Sources: Function of HRM. (2017)

process they introduce new ideas in the organisation for organisation's growth and productivity
(Campbell, Coff and Kryscynski, 2012).
Orientation – In this process, organisation and HRM is provides proper information
about their firm, employees, working style as well as their vision and mission through orientation
to new candidates. The main motive of this program is to adjust fresh employees in their
company and provide them comfort zone for working. Through this they can easily understand
the function and operation of the organisation and their future needs.
Training and development – After all these processes, HRM provides various tasks to
their employees to monitor their own skills and capability. After this analysis, they provide them
effective training and learning to improve their interpersonal skills and capacity for various
approaches according to organisation's need. This will help them to make effective plan and
strategies for the future goal.
Maintain good working condition - In this process, HRM improves working condition
of the organisation to motivate the candidate and provide them guideline to effectively work in
company. For this, they provide training to effectively work in the organisation with the
employees and management (Choi, 2011).
P2. Strength and weaknesses of different approaches of recruitment and selection process
Recruitment and selection process is the need of the organisation for their various
objectives and goal that they want to fulfil in the future. In this process, HRM of the company
provide them various methods of recruiting candidate for the specific post. In this program, the
firm decides how they want to recruit candidate on the vacant post. This is help them to be with
new idea in their company who provides specific growth and productivity in the future. For this,
HR manager provide them various approaches as given below-
Internal Approach – This is the most common approach which used by all the
organisations. In this, they promote own candidates on different posts according to their
capability. In Company this is known as promotions of existing candidates on the new post but
this is also a part of recruitment and selection process. This is very helpful for them because
through this, they effectively use their working approach for various work that they can handle.
This can be useful for them in various ways because their old candidates very well know about
the organisation's functions and their working approaches that new candidate cannot understand
in a short time period.
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Strength Weaknesses
 Easily intact with other employees.
 Better know the operations and
functional activity of the firm
 They better know the aims and
objectives that organisation need to
achieve.
 Reduce extra expense such as
advertising, recruitment and selection
expenses of new candidates.
 Reduces extra cost over training and
learning process.
 The existing employees are more
trustworthy and familiar.
 Absence of new ideas in the
organisation.
 Existing candidate do not have as much
knowledge of technology as new
candidates have.
 Promote New vacancy
External Approaches – In this approach, organisation is meet with new ideas in their
firm who help them to provide different ideas and thoughts to use of their resources. This is a
recruitment and selection process in which HRM is invite external candidate from the
organisation who capable to work in their environment. In this procedure they recruit new
candidate according to their qualification, experience, hobby as well as their academic
qualification (Clark, 2016). A organisation is deal in various department to achieve a specific
objective of them, so if they face vacancies in these division than they need for different
qualification of new candidate who have specific knowledge about particular division. This
process is organise through advertising, application and other sources to provide a specific
information about their need and want. There are various strength and weaknesses of this process
in organisation and HRM context such as-
Strength Weakness
 Organisation have advantage to met
with new idea and thought.
 New candidate have knowledge to use
 This is a most expensive process that
consume money or precious time of full
organisation.
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of advance technology in their
resources, so it will be beneficial for
them.
 This will effectively fill vacant position
of the organisation's.
 They have various option's to choose a
capable candidate among others
according to their need.
 Organisation need to provide specific
training to new candidate according to
company's and employee's need.
 Employees' take a lots of time to adjust
with new candidate.
 New candidate can not be as much as
trustworthy as much existing
employees have.
TASK 2
P3. Benefits of HRM practices for both employees and employers
Human resourced management of provide their contribution to employee's welfare and
improve organisation's structure as well. They play different role for both employees and
employers, but provide them opportunities for company's and their future growth. For this,
employee and management of the company provide their contribution and services to make it
easy. The business firm Zara is run with many division such as marketing, financial, human
resources management, research and development etc. They both departments are works
individually for business but Human resources management is provide their services to all
employees of organisation. Without it company can not operate their activities effectively. There
are various benefits of HRM for employees and employer's context-
Benefits to employer
Developing employees – This is the responsibility of HRM to provide effective training
and learning to their employees according to their need and demand. This will be helpful for
organisation and employees to provide future growth in their work approaches. In this employer
of the organisation can easily create various objectives and goal for the firm that they wants to
achieve for future success. In this process their employees provide them planning and strategy to
fulfil them effectively (Daley, 2012).
Flexible workplace – For a organisation , it is very important to maintain flexibility in
their work as well as working environment to provide comfort zone to their employees. For this,
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HRM of the organisation is provide a positive environment and behaviour between management
and organisation to organise various things in effective manner. This will helps to achieve future
goal easily.
Promoting positive behaviour- For management of Zara, it is very important to promote
positive behaviour in their company which helps other to talk about their problems to their head
member's for effective solution. This will help others to promote positiveness toward other
employees and organisation.
Benefits to employee
Motivation- HRM of Zara is helps to motivate their employees through various methods.
This motivational sources help to improve their skill and behaviours toward the organisation and
provide them effective services for future goal. This is their responsibility to analysis their
employees activity and provide them motivation to improve their working level which help them
to face difficult situation easily (Dul-Ceylan and Jaspers, 2011).
Training- In this process HRM of a organisation is provide their effective contribution.
They analysis employees working approaches and their skills to face various task. After this they
provide them training and learning to improve heir interpersonal skill and capacity of working.
This training and developmental process is helpful for organisation to achieve their objectives
easily as well as this will provide ability to employees for face difficult task and situation easily.
This is require need for new candidate ad existing employee to get timely training from the
organisation about various objectives.
Manages conflicts- This is the responsibility of HRM to manage conflicts in the
organisation before they negatively affect on their employee's and policy. For this process, their
research approach need to be more affective and efficient to detect various problems and
conflicts from the firm. After this they need to provide specific solution for them to reduce their
negative impact on the company and employees. These conflicts can be build anytime so for this
it is very important to manage effective communication between the all employees as well as
build a positive environment in the organisation (Fulton and et. al., 2011).
Performance appraisal- In this process, HRM need to provide various rewards and
achievement to their employers according to their performance and services that they provide in
the firm. For this, they can provide rewards and other motivational things to improve their skill
and ability.
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P4. Effectiveness of different HRM practices for rising profit and productivity
HRM of the Zara is provide them productivity and maximum profit by their efforts and
contribution. Basically Human resources management of a company is trying to expend their
structure in the competitive market to get more advantages. In other hand, HRM is to acquire
knowledge and develop the overall personality of their employees to perform all functions
effectively as well as to retain the talent.
Effective direction – To rising Profit and productivity in the organisation, HRM is
provide effective direction to their employees to get them easily. In this process organisation and
their manager's are create objectives for them which employees need to achieve thorough their
own efforts and strategies. In this process HRM is provide them effective guide line and
direction which they need to follow to get them easily. This is help them to make different plan
and strategy for future goal and improve organisation product6ivity in the market. Through this
process they build themselves for their customer to fulfil their required ned and demand as per
marketing rules (Guest, 2011).
Communication – Effective communication is th need of all the organisation because
through this all the employees a can easily convey their ideas and thought in the company or to
their other peers. In this management is also easily communicate with them to know their ideas
and problem easily and provide them effective solution. In Zara, it is very important to build a
better communication between all the employees because this is the only thing which is help to
build positive environment in the company. Communication is also used to provide information
and message to one person to another without any conflicts because in a organisation theses
message can be confidential that do not have disclose in front of others.
Training and development – Employees are the key strength of the organisation who
provide their services and contribution in the company to achieve their objectives. For them
HRM of the Zara, is provide them training and learning according to their and organisations
need. Through this process they improve their skills and capacity of working as well as improve
their ability skill to face various situations easily. This process is organise after the analysis of
employees working skills and their quality to facing various challenges (Jabbour, 2013).
Updating skills of employees – In this process HRM of Zara is update their employees
skill because this the need of organisation and employees to enhance their qualities on timely
bases. Through this process they can easily provide them efficiency of facing various challenges
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easily and provide effective outcomes. This adaptation is also required according to customer's
need because a company is always established to provide their products and services to them.
These training is not only based ion organisation's requirement although this is provide them
quality and skills to provide satisfaction to the customers who help them to build a goodwill in
the market.
Effective rewards – Reward is the motivational tool which use by HRM to motivate
their employees toward the work. In this process HR manager is provide them paid or non-paid
benefits that helps to improve their skills and working ability to face various challenges. These
reward improve their ability to face different challenges and under pressure work load that can
be in various situations. For this they use various techniques such as incentives, bonus,
commission and promotions as well. Theses all thinks are based on their performance in the
organisation that how much they improve form their past works.
TASK 3
P5. Importance of employee relations which influence decision making
In all the organisation employees share their relationship with the management and other
workers who help them to solve different problems easily. This is helps them to push toward the
work and their objectives. For this process, HRM is make various groups of employees to build
intention in their mind about effective work. It will be essential key of organisation that their
workforce are work together and be comfortable with each other to share their ideas and thoughts
(Jiang, 2012).
Improve productivity – When employees of the organisation are working together than
this will improve their productivity and reduce extra wastage from the firm. In it t6hey both are
providing their ideas on a specific topic which will help them to choose a particular on which
will be effective fro them.
Ability to reduce risk – When lots of employees will working together there will be less
chance of further risk that can be affect on organisation's objectives. This will happen because
employees will handle risk factor that can affect their approaches. His process provides higher
profitability to Zara according to individual's own working.
Sharing goal between employees – In employees relation, all the workers are working
together and share their goal between all. In this process, they all are working together to provide
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to help each other and achieve the goal at a particular time. This thing will only possible if all the
employees are believe on other employees and agree to share their objectives with them.
Employees become more concentrate and focused – Through this process all the
employees will become more focused and concentrated toward their work because in this all the
workforce of the organisation are work together and they both are support to each other to make
focus on their specific objectives.
Provide motivation – In this process each and every candidate is support another ones
toward their work. In it all the candidate are provide different ideas and thoughts to each other to
solve a particular problem of a individual. Ion this others employees of the firms are provide
them surety and security that there will be someone who help and advised them when they are
needed. Each and every individual feels motivated if someone stand behind them to support in
each and every situation.
P6 Key elements of employee legislation and its impact on HRM decision making
The legal body of nation provides a law named as employment law by which they gives
protection to workers whom are in the organisation. This law has consist so many regulations
and rules, judicial decision. This law has been enacted as the protective worker legislation. Some
of employment laws consists public insurance, compensation and benefits. The main purpose for
this legislation of employments is government of nation over takes some controls of company
and facilitates protection to its labour. The human resource department of ALDI are apply all the
rules, norms of this laws to its organisation which make some impact on its decision making.
Every segment of law has some importance that are as:
Employment right act: In context of the law of employment right, a company should
provide all those rights who are essential and important for workers but given in equal basis
organisation should not allow to do discrimination in order to gives their rights. Every enterprise
either small or larger needs to follows and make application this law to its firm. It law helps to
increases living standard. No firm will allowed to do any mistreats to its employee if they did so
them employee have power to sue against the organisation according to this right (Kakuma,
2011).
Health and safety laws: the UK government are responsible for this law as they gives
protection to employee's health at work place. This has been given in the parliament of UK and
place duty to employers to ensure all those factors by which the risk of mislead will happen.
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Through this act misleads and risk will be rescued. In this act it is clearly states that employers
and organisation should review and recheck its records and written documents of health and
safety policies with workers and find out all those important points that are needs to be reframe
or against the employee protection the welfare of worker will be included in it.
Sex discrimination act: This act also concern with employees it gives protection to
employee from being discriminated on the ground of gender at work place. This has been
founded in nearly 1975 in parliament of UK. It covers the employments, education, harassments
and trainings. The main part of this act are named as equality act. According to this act no
company will be allows to do discrimination on basis of gender like firm has no rights to opens
jobs only form men or women they needs to hires both men and women then only company will
run. For every company employees health is a asses so in ALDI hence they will protect their
workers from injuries and take care of them.
Minimum wage law: This law also concern with employee, company should opts this
law to facilitates lower minimum wage to each and every person who are working in his
company. The cure aim of this act is to increase the standard of living of the lower and weaker
section of the society. This law is all about prohibiting the organisations from recruiting workers
for less then a given monthly minimum wages. The least pay is the main thing for that a person
will work if any company will not giving it then how will they survive their life. Hence this law
is framed (Kehoe and Wright, 2013).
Working time act: this was created by UK government, which states to organisation that they
should not take work from any person more then 48 hours per week. Employee will not do his
duty more then 8 hours per day. This act gives support to workers in order to do job in sufficient
manners.
TASK 4
P7. Application of HRM practices in corporation
In this process organisation is needed for a sales manager who follows these appropriate
steps and procedures and follow all the steps as per mentioned. For this organisation is need for a
capable and skilled person for the right job profile.
There are various steps that need to followed while selecting or recruit sales manager-
Job specification -
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Job specification
1. Job details
Title of the job - Sales manager
Department – Marketing
2. Job Purpose
 To fill vacant position of organisation
 Increase productivity and maximize profit of company
 To promote sales
3. Responsibilities and duties
 Achieve sales objectives and goals
 Effectively analysis of current market situation and customers demand
 Monitoring and controlling sales perspectives
Description of CV – Mandatory qualification and information for financial manager to control
overall costing of an organization
1. General information
Name – Steve John
Phone no. - 9652274255
E-mail id –[e-mail]
2. Qualification
MBA London university 75.00%
BBA London university 79.00%
Higher education Cambridge school. 82.00%
Secondary education Cambridge school 75.00%
3.Experience
3 years’ working experience in the field of sales
4. Personal skill
Leadership
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Good communication
Hard working
Problem solving
5. Personal details:
Father name – Michael John
Mothers name- Juliet John
Date of birth - 24th may 1994
Achievement – Basketball winner at international level in 10th standard
1st prize in debate competition
Declaration:
I hereby declare that the above information is true to my knowledge and expectations.
Human resources management of Zara has to perform further activities after getting CVs of
candidates. These are as follows-
Recruitment and selection- after this process Human resources management of Zara
will analyse of the information of applicants provide for the specific job role. In this process they
will select them through various techniques such as aptitude test, group discussion, interview to
identify their skills and ability for the organisation and particular post.
Documentation- after recruitment and selection HRM of the organisation has right to
verify their documents as per the information they provide in their CV as well as according to
organisation's need.
Orientation- In this process HRM and other manger of the organisation conduct a
program to introduce new candidate to existing employees. In this process process they introduce
their organisation's function, activities and their future objectives.
Training and development- After the selection process organisation need to provide
specific training and learning to the candidate for improve their skills and capacity.
CONCLUSION
From the above report it has been concluded that human resources management is
essential key factor for all the organisation who help to mange their functional activities as well
as their future objectives effectively. This project report is based on Zara which is Spanish
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clothing retailer organisation who provide their services in world wide. In their stores lots of
employees are works together, so for them Human resources management provides effective
direction and guideline to work in efficient manner to achieve organisation's goal and objectives.
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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.
Jiang, K. and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Kakuma, R. and et. al., 2011. Human resources for mental health care: current situation and
strategies for action. The Lancet. 378(9803). pp.1654-1663.
Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-
391.
Kakuma, R. and et. al., 2011. Human resources for mental health care: current situation and
strategies for action. The Lancet. 378(9803). pp.1654-1663.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
Management International Digest. 19(3).
Mitchell, R., Obeidat, S. and Bray, M., 2013. The Effect of Strategic Human Resource
Management on Organizational Performance: The Mediating Role of High‐Performance
Human Resource Practices. Human Resource Management. 52(6). pp.899-921.
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