Human Resource Management at H&M

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
P1............................................................................................................................................1
P2............................................................................................................................................2
P3............................................................................................................................................4
P4............................................................................................................................................5
P5............................................................................................................................................6
P6............................................................................................................................................8
P7............................................................................................................................................9
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13
.......................................................................................................................................................13

INTRODUCTION
In every organisation human resource management plays an essential role. HRM is
generally related with the methods of recruitment, selection, training and managing the
employees within firm (Cárdenas, 2016). This is accountable for creating many policies and
strategies of human resource in order to form workers to perform effectively. The chosen
company for this report is H&M which is a leading multinational clothing retail organisation. Its
headquarters is in Stockholm, UK. In this report, the purpose, role and responsibilities of HR
functions are explained. Approaches to workforce planning, recruitment and selection,
performance management and so on. Examples to examine the various methods used in HR
practices as well as approaches and effectiveness of employee relation and engagement. Key
aspects of employment legislation and evaluation of employee relations and employment
legislation. Preparation of Job description and specification as well as use of technology for
improving recruitment and selection process are also mentioned in this report.
P1
Human resource functions is helpful to motivate the performance of employees and
achieve the goals of the business. The main objectives of this functions is to help company for
communicating their strategy as well as goals by maintaining performance and individuals.
Therefore, some of its purpose is explained below: Cultural Sensitivity: This considered as a set of skills which let human resource to learn
as well as obtain knowledge of employees who are from different kinds of culture
backgrounds. It enables H&M manager functions effectively into another culture and
minimise the culture barriers among professionals and its employees.
 Internal employee engagement: in organisation, human resource management functions
to increase the productivity of workers as well as develop their working criteria (Chuang,
Chen and Chuang, 2013). Thus, H&M manager need to formulate proper plans and
strategy for their staff in order to bring development while performing task.
Functions of HRM:

 Managing relationship of employees: Within firm, employees refers as a pillar for
success. So, it is necessary work for H&M manager to manage the employees relation in
effectual manner for decreasing misunderstanding and conflicts among staff members. Recruitment and Selection: In organisation, it is considered as an essential HRM
function. This is helpful for H&M manager to hire and select appropriate candidates for
the vacant position. Thus, it assists managers in attaining its goals in efficacious manner. Employee relation: This is one of the main function of HR wing where they try to
enhance employee participation and assure better relation between workers and
management. HR manager in H&M promote fair communication in the organisation
because of same reason.
 Employee benefits – The task of providing details about various benefits which
employees can avail is done by HR department. They communicate information
regarding insurance, disability program, long term care etc. Human resource team of
H&M disclose all the benefits, even related to termination, that workers can avail.
HRM roles and responsibilities:
Currently, in all organisation human resource manager plays essential role. They aid in
execution of plans and also improve employee retention. Therefore, roles and responsibilities of
H&M human resource manager are given below:
 Organise various training events for newly joined workers so that they can have
knowledge regarding their responsibilities in order to assure that they follow them in
efficacious manner (Cooper, Liu and Tarba, 2014).
 Resolve issues of employees and work as a bridge between employer and workers is
another key responsibility of HR manager.
P2
There are many approaches to workforce planning, training and development,
performance management and so on that can be adapt by the manager of H&M to resource talent
in company. All approaches are mentioned below:
Work force planning: This is considered as a method which is used to align the personnel
requirements within company as well as position through organising the hiring process in
effectual way (De Lange, Kooij and Van der Heijden, 201). This is helpful for H&M to full fill
the vacancy as per the needs of skills which is required to do the job in firm.
2

 Situational approach: This is the one time approach that ascertain H&M manager to hire
workers which can implement as well as accomplish the particular business challenges.
Recruitment and selection: Recruitment is a positive process where applicants apply for a
vacant position. Selection is considered as a negative process where potential employees are
chosen from the available choices by conducting various kind of tests and interviews. Therefore,
the approach which is applied by H&M is as follows:
Internal approach – In this method, workers who are already working in company or
their references are considered for filling a vacant position. Transfer and promotion are few
popular options which are considered in this method.
Strength of internal approach
Fast process – Finding appropriate candidate for a void post is easy for an organisation in
this approach as they already have complete knowledge about skills, learnings and behaviour of
their current workers. H&M give promotion to their employees and fill vacant job post at middle
and top level management.
Motivate employees – When a team member is promoted to next level and fill vacant
position then it motivate other workers to perform well and deliver better results. It ultimately
make a huge positive impact on profits of companies like H&M it minimises overall expenses of
the company.
Weakness of internal approach
Limited choices – This method do not allow enterprise to explore human resource which
is available outside of the organisation. This means that candidates are needed to be selected
from available choices and company may have to select someone who may not be the best
person for job.
Demotivate employees – The person who get promotion feel motivated but other eligible
workers for same promotion feel demotivated when they do not get promoted for higher post.
H&MK faces conflict in organisation because of this approach and it also reduces productivity of
workers.
External approach – This method is generally used for recruiting people at lower and
middle level management. Campus placement, walk in etc. are few options in this approach.
Strength of external approach
3

Vast pool of talent – More options help company in hiring most suitable person for the
job. At H&M, if HR team fail to get best candidate for a position from one source then they try
other.
Fresh energy in organisation – When new talent enter in company then it allow it bring
new knowledge in the enterprise. H&M exploit knowledge and skills for new joiners as they
bring different idea on table and help firm in attaining rapid growth.
Weakness of external approach
It's expensive – Options like campus placement, taking assistance of recruitment agencies
put an extra burden of cost of companies. H&M use this approach for finding better human
resource but they have to pay money to various agencies for getting appropriate candidates.
Time consuming – The process of campus recruitment or hiring candidate through walk
in require lot of time. H&M have to spend many days for filling few positions when they go with
this approach.
P3
H&M is the fastest growing clothing retail firm which is known for their fashion
clothing for male, female, kids and teenager. On the basis of assumption, this can be described
that employees turnover is enhancing in H&M as it treat its staff member as a machine to
accomplish the task on time. Organisation do not facilitate training to their employees because of
this it leads towards employees dissatisfaction. Thus, to overcome from these kinds of problems
H&M human resource manager used few practices of HR which will be advantage for employees
of firm are as follows:
Training and development practices: It is applied by H&M human resource manager as
it includes skills, knowledge improvement which will helpful in inspiring if they will obtain
effectual things. Therefore, it aids to enhance the working potential of workers that also
profitable for employer as staff members will do task efficaciously. Which outcomes in
achieving object at specified time. Training process is applied on job. So, in case any kinds of
issues occurs at working time then it will be solved as soon as possible. Also, aids in maximising
staff members knowledge level and understand them to handle tough situation. Thus, it is helpful
in inspiring employees for retain them into same organisation and obtain personnel as well as
firm objectives which will result in reducing employees turnover.
4

Performance management: This is refers as a method where manager of human
resource has responsibility to improve the organisation working condition which will maximise
the potential of staff members as well as lead them to perform effectually. H&M manager
applied the approach is Total Quality Approach is concentrate on monitoring performance of
workers as well as facilitates required feedbacks to them in order to develop its performance
(Garavan, McCarthy and Morley, 2016). It assists workers to maintain performance quality.
An important part of performance management is connection between performance of
individual and company's objectives. It key advantage to employee is that it assist them in
attaining personal goals with going against organisation's mission. It promote job satisfaction and
clarifies responsibilities of workers to them. This ultimately assist personnels in moving on right
track in their career path and help them in earning more monetary benefits. Companies like
H&M also avail various benefits through performance management system. It improves overall
performance of company as it affect employee retention in positive manner. Enhanced
productivity and reduced barriers in communication are few other advantages of performance
management to the company.
Pay and compensation management: Managing salaries and other benefits of
employees is an important function which is performed by HR division of company. It help
MNCs like H&M in retaining their employees by providing them proper money for the work
which they have done. It reduces mismanagement of money and reduce conflicts relating to
earnings of workers. Employees also get benefit of this practice as they get their monetary
benefits on promised time and they can check details about their earning whenever they have any
query.
P4
Human resource management is refers as a major function of each coordination which
aids in brining as well as optimising talent of staff, for attainment of business growth . So, this
will prove advantageous for respective company in maximising their profit and productivity of
enterprise through obtaining staff cooperation for delivering effective services to clients. There
are many Human Resource Strategies that are practised by an organisation to increase the
overall productivity. The following are the Human Resource Practices that are prevailing
currently.
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 Providing Security to the employees: The employees of an organisation should be
provided with employment security. Life is unpredictable and to attain stability this factor
is very essentials. This would be a effective approach for Human Resource management
of H&M provides security to its employees by offering them with various health care
facilities.
 Fair and performance based on compensation: Under this right person to right place is
hired by HR, therefore the company makes sure that the compensation to these
employees are made above average. Under H&M the human resource manager ensures
that employees are given fair pay, because these are the people that add the most value
for company.
 Selective hiring: This is a very common practice, under this the main motive of HR is
hiring the right person which enables an organisation to bring in employees that add
value. Human Resource manager at H&M uses various selection instruments to hire the
best. Commonly these skill of employees are tested during hiring: ability, commitment ,
communication skills and others.
For the Human resources management of H&M, it would be a effective approach to
provide security to employees as this will assist them to retaining them for along run duration.
P5
Within all firm, it is important for HRM to manage an effectual relationship among
employer as well as employees.
Employee relation: This is the method that are used by management for improving good
relationship with their workers. Approaches that is utilise by H&M manager to get knowledge
about the effectiveness of its relationship are given below: Sociological approach: This approach explains about those workers who are from
different backgrounds, assumptions and so on (Harazin and Pádár, 2013). All these
develop issues as well as disputes in work. For this manager have to change the
behaviours of work to create better relationship with staff.
 Effectiveness: It is crucial components in workplace. By developing good relation with
workers then manager of H&M can accomplish their goals. For this, they has to formed
such policies like working flexibility regarding timing etc.
Benefits:
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Profit maximisation: As HR are the life blood for company in operating enterprise
effectively. Thus, when staff has optimistic relation with one another as well as senior authorities
then they can provide effective performance fro enhancing business productivity.
Employee relation is very important in organisation in order to achieve goals and
objectives of business. This can help in influencing HRM decision making in firm. Some of
important of employee relation in respective organisation are as follows:
Maintenance of Strong Relationship- The employee relations helps in maintaining
relationship with employer which leads to key success of corporation. Effective relation can lead
to change HRM decision on different aspects which provide benefits to business and their
consumers so that they can perform their activities in better manner.
Increase in Productivity- When there is good relations among among employees then
they work together for production increment which leads to increase their sales and profits of
business. For productivity rise, employees should be provided with pleasant and working
environment which create motivation and satisfaction towards organisation and their goal and
objectives can be achieved. If organisation produces high then HRM decision is changed in order
to fulfils their consumer's requirements and hire more number of employees.
Increase in Employee Loyalty- With help of employee relation among each other leads
to create loyalty towards organisation and work performance. This can helps in influencing
HRM decision making where employees feel satisfaction and motivated for business. It can also
aid in solving conflict resolution arise in organisation among employees.
Employee Engagement: This is refers as engaging employees in various activities of
organisation. It is a concepts through which employees feel valuable within firm as well as more
focused towards goals of company (Korff, Biemann and Voelpel, 2017). So, employee
engagement approach and effectiveness are as follows: Motivational approach: This is an essential approach of employee engagement. Tit is
helpful for H&M manager to maintain coordination among staff members so that they
can utilise its skilfulness for accomplishing their goals. Workers get inspired by fulfilling
their needs. An effectual style of leadership can be applied by H&M manager to occupy
employees in day to day task.
 Effectiveness: It provide assistance to manager of H&M in reducing useless activities
from work which increase the staff motivational levels. Also, this aids them to make
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effectual decisions for achieving profit and also to overcome from the financial situation
and another complexities of organisation.
P6
Legislation of employment introduces regulations and laws that is regulated through
government for protecting the workers right that are employing within company. There are
various kinds of legislation which mostly impacts the decision-making of HR are mentioned
below:
Data protection act, 2018:
This act basically controls unauthorised uses of personal information of individual. Data
protection act denotes transparency, adequacy and security of employee's data that requires to
keep secured by the firm. This is developed so that company or HR should not distribute
employees data to another party and unauthorised firm without the permission of workers. This
act also determine some restrictions as company can not take personal information of employees
that are prohibited by government of particular country. For example: In case employees
information is given to other individuals by company then its faith as well as trust on firm will
reduced that effects its effectualness at work negatively. These kind of legislation impact on the
decision making of HRM of H&M as they requires to implement such law during employees
recruitment and take those information which is required for company. They also requires to
keep data safe and secure of existing employees by avoiding unauthorised uses or by maintaining
security standards on peak level. On the basis of this, HR management of H&M can build a
positive relationship with their workers for a long run durations.
Equal pay act, 1970:
This act restrict illegal act for companies of pay partial wages to employees based on
gender who are assign on the same position and liable for equal responsibilities. Thus it is
required for human resource manager of H&M have to facilitate equal pay to whole staff as well
as analyse that any kinds of biasses does not exist in the firm. Also, manager has to consider that
equal pay is given to male and female employees by considering all employees level of
performance. Thus, manager of human resource should take decisions as well as create policies
to inspire staffs so they are treated evenly when they are being paid with incentives,
compensation and many more. On the basis of these legislations HR manager of H&M can
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building positive relationship with their workforce by providing them equal outcome of their
performance.
In firm, employee relation as well as employment legislation plays an essential role at the
time of decision taking and meet objectives of company at given time duration. An efficacious
decision can be develop with building suitable strategies and plans through examining market
trends (Miebach, 2013). H&M manager need to manage and measure task to obtain effective
outcomes in their decisions which is advantageous for firm. This will helpful for manager to
build healthy environment for their employees in order to feel them comfortable so that they can
do their task with full efforts. However, manager are obeying employment legislation framework
which are proceed through government such as data protection act, equal pay act and many
more. Thus, any kinds of discrimination should not occur among staff members in respect of
caste, gender etc. with task. Overall employees are to be treated evenly as per its position into
job.
Hence, with the assistance of effective employee relation and employment legislation
H&M manager can inspire its employees in efficacious manner. Though, this aids them to form
effectual decision that will be profitable for staff and firm.
P7
Job description is considered as a formal document that states the similar work, duties as
well as accountabilities. It specify the requirements for vacant job position. Manager of H&M
creating job description for the candidates are as follows:
Job Description
Firm name H&M
Job Title Sales manager
Department Marketing
Job Type Full Time
Salary £ 50,000
Location Argyll Street, London, UK
Qualification  MBA in marketing
 Graduation in any stream.
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Experiences At Least two years experience in sales assistance.
Skills required  Building relationship skills
 Decision-making skills
 Active Listening and responsiveness skills.
 Leadership skills.
Duties  Accomplishing growth and hitting sales target by effectively managing
the sales team.
 Creating and executing a strategic sales plan
 Handling hiring, goals setting and performance monitoring of sales
representatives.
Interested and Eligible candidates can apply by sharing their CV on hr@H&M.com or through
LinkedIn.
Thanks & Regards
ABC
HR manager
H&M company
Contact Number : xxxxxxxxx
Person Specification: This explains the personal attributes that is needed in potential
workers. This states the skills required to do the task of position offered by firm (Newenham-
Kahindi, 2013). It basically outlines the educational requirements as well as experiences and
skills that are highlighted by candidate to perform job responsibilities.
Person Specification
Job Title: Sales manager
Experience Necessary Demanding
Work experience as a sales
assistant/ manager
2 to 3 years Minimum 2 years
Certification Necessary Demanding
Computer course from Diploma in Digital marketing Grade A
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affiliated Institutes. course
Qualification Necessary Demanding
 Graduation in any
stream.
 MBA in marketing.
 Diploma in digital
marketing.
Experience must be in
marketing area as a sales
person, assistant.
Grade A or B
Skills Necessary Demanding
 Good leadership skills
 Effective decision
making skills (Wright,
2018).
 Strong communication
skills
 Interpersonal skills.
Candidate has good
educational background with
amazing grades.
Needed analytical and
innovating thinking skills.
Knowledge regarding process
of sales with minimum two
years experience.
Motivational personality and
sales planning skills.
Questions: During the process of recruitment, HR manager of firm asked various questions to
candidates. There are some question that are asked by H&M manager are mentioned below:
 Introduce yourself in brief.
 Do you have any knowledge regarding given profile?
 Tell me about your experiences in previous firm.
 What are the strength and weakness that you posses?
All above given question asked by H&M manager for identifying and choose appropriate
candidates .
Offer Letter:
This is the letter that is rendered by HR manager to their selected candidates specifying
that He/She is designated for applied position.
OFFER LETTER
Dear Applicant,
I am pleased to inform you that you are selected for the position you re applied for in H&M
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company. Your date of joining will be from 2 nd April, 2019 with a salary of £ 50,000 as well
as bonus and incentives will be given according to your performance. So, at the time of joing
you have to bring original documents with 2 pair of photocopy.
We hope that you will accept the offer letter and please inform us within 3 days after printed
date.
Sincerely,
Human Resource manager
H&M Company
CONCLUSION
From the above report it has been concluded that human resource management is
essential within firm. Roles and responsibilities of HR functions as well as significance in
obtaining talent to meet business objectives. Approaches of workforce planning, performance
management and so on. Training practice are used to reduce employees turnover within firm.
Motivational and sociological approaches and effectiveness of employees relation and
engagement are applied by the HR manager. Some employment legislation such as data
protection act, equal pay act etc. are used to treat employees equally. Preparation of job
description and job specification done and digital marketing as well as online process are used to
improve recruitment and selection process.
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Online
Human Resource Best Practices. 2018. [Online]. Available
through:<https://www.digitalhrtech.com/human-resource-best-practices/>.
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