Human Resource Management at Zara
Added on 2020-12-29
13 Pages4171 Words97 Views
Professional DevelopmentLanguages and Culture
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Human ResourceManagementTable of Contents
INTRODUCTION...........................................................................................................................11 Purpose and functions of HRM with respect to workforce planning and resourcing..............12 Assessment of workforce planning, recruitment and selection, training and development,reward system and performance management............................................................................23. Case study examples to examine the different methods used in HR practices.......................44 Effectiveness of employee relations and employee engagement within organisation.............45 Key aspects of employment legislation....................................................................................56 Evaluation of employee relations and employment legislation on decision-making...............57. Applications of HRM practices in a work-related context with relevant examples fromorganisation.................................................................................................................................68. Evaluation of usage of technology, online resources, digital platforms and socialnetworking for improving the recruitment and selection process...............................................9REFERENCES..............................................................................................................................12
INTRODUCTIONHuman resource management is represented as formal system which is devised tomanage people within organisation. They recruit, select, induct employees, provide orientation,bestow training and development and motivate employees (Alfes and et. al., 2013). ZARA isconsidered in this report to further understand concept of HRM. ZARA is a retailer organisationwhich deals in clothing and accessories. It was founded in 1975 by Rosalia Mera and AmanicoOrtega. This report includes functions and purpose that are applicable to resourcing andworkforce planning. Strengths and weaknesses of recruitment and selection approaches isdiscussed. Moreover, benefits of HRM are provided, their effectiveness and importance ofemployee relations is provided. Key elements of employment legislation and their applicationsare also discussed. Task 11 Purpose and functions of HRM with respect to workforce planning and resourcing.Workforce planning refers to strategies which are implemented by employers to foreseeneeds and requirements of employees. It evaluates and examine need of workforce withinorganisation. In this process suitable individual is placed as per their skills in job. Within ZARA,it is necessary for HR manager to ensure that right person is placed or hired. This will enhanceproductivity of organisation. Purpose and functions of HR manager with respect to ZARA isshown below:Purpose and functions of HRM:It is essential part of organisation which includes, recruitment, compensation,administration and communication. It is necessary for ZARA to make sure that secure, safe andhealthy environment is provided to all employees. Purpose and functions of HRM is discussedbelow:Recruitment & Selection: It is elementary function of HR manager for formulation ofplans related with recruitment of individuals. For this HR manager of ZARA make usage ofonline job portals, newspapers and social networking sites. HR manager of ZARA makes sure
that potential candidate is chosen. For this individual goes through different process, that arewritten test (aptitude and English), GD and personal interview. This will assist them to acquireeffective individual (Chelladurai and Kerwin, 2017).Build effective organisational culture ismandatory for organisation to have healthy environment as it will lead to enhancement ofperformance of employee's. Training and Development: HR manager of ZARA ensures that different sessions areconducted by which knowledge and skills of employees can be enhanced. By this overallperformance of employees and organisation will intensify. Within ZARA, responsibilities of HRmanager is to allot work to employees as per their capabilities. This will enhance theirperformance as well as increase production level of organisation. This will ensure effective andsmooth working of organisation. It is obligatory for HR manager of ZARA to acquire knowledgeof different laws which are existing in retail sector. This will help them to conduct theiroperations in healthy and smooth manner (Budhwar and Debrah, 2013).2 Assessment of workforce planning, recruitment and selection, training and development,reward system and performance management.Recruitment and selection plays critical role within organisation to escalate theirworkforce. Recruitment refers to process of determination and hiring of qualified individuals fora specific role. Selection refers to process of determining effective individual for vacant positionwithin organisation. Different sources of recruitment which ZARA can opt for, are mentionedbelow: Internal source of recruitment: It is process of motivating employees to apply for openingswithin identical organisation. Transfers, promotions and employee referrals are part of internalsource of recruitment.StrengthsWeaknessesLoyalty of employees maximises when theyget opportunity to get higher position, this alsohelps employers to motivate them by whichtheir performance is enhanced.Limited scope of looking for efficient andskilled employees and there is no means toformulate new strategies and methods (Ulrichand et. al., 2013).
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