Human Resource Management and Its Importance

The given document discusses the significance of Human Resource Management (HRM) in a firm, focusing on its impact on productivity and profit. It emphasizes the importance of effective employee relations for informed HR decision-making and highlights the influence of employment legislation on HR practices. The document also touches upon the role of online resources, digital platforms, and technologies in making recruitment and selection processes more efficient.

HUMAN RESOURCE
MANAGEMENT

Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.Purpose and roles and responsibilities of HR function.............................................................1
2. Approaches of Hr practices.....................................................................................................2
3. Different method of Hr practices.............................................................................................4
4. Approaches of employee’s relation, engagement and flexible working, its effectiveness......5
5. Key aspects of employment legislation...................................................................................9
6. Employee relation and employment legislation impact the decision-making.......................10
TASK 2..........................................................................................................................................10
7. The application of HRM practices in a work-related context................................................10
8. Evaluate the use of technology improving the recruitment and selection process................14
CONCLUSION..............................................................................................................................14
REFERENCE................................................................................................................................17

INTRODUCTION
Human resource management is an effective process of managing people in the organisation. It
helps business in gaining competitive advantage (Collings and et.al., 2018). Present study is
based on the “Arcadia group” is a British multinational retailing company which is founded on
2002 in London. The group has more than 2500 outlets in the UK. Study lays emphasis on the
purpose and roles of hr functions and its approaches. Report will discussion on the effectiveness
of employee relationship, employee’s engagement and employee flexibility. It is also
highlighted the key aspects of employee legislation and online resources improve recruitment
and selection process of organisation.
TASK 1
1.Purpose and roles and responsibilities of HR function
The purpose of HR function of ARCADIA group is to manage needs of employees for
improving productivity and profits of business. The purpose, role and responsibilities of main
HR functions are as follows:
Training and development
This is considered as a part of human resource development. Training is a function
which helps to know that where employees are at present and what they have to achieve through
skills, knowledge & abilities. Training can be of two types- On the job training & Off the job
training. The purpose of HR manager behind organising training and development is to increase
the performance of individuals as well as group. It is used to develop knowledge, skills,
efficiency of employees. To introduce new things, new technology, can get better understanding
with new things (Bailey and et.al., 2018).
Roles and responsibilities
Training plays an important role to improve organization culture. After this, optimum
utilization of human resource can be possible. Human resource manager has a responsibility that
they plan and administer programs to ensure that employees have the skills and knowledge to
compete effectively and meet the organization's business objectives
Performance appraisal
1

It is one of the most important function of HR. It evaluates performance of employees
and then conduct process of appraisal which helps the firm in managing employee motivation
which is directly related to improved productivity of business. Main purpose of this function is to
evaluate how well the employees have performed duty with regard to company profits and
success.
Roles and responsibilities
Appraisal plays important role for organization because. It plays role for identifying need
if training & development and helping to take decisions of promotion & etc. Human resource
manager has a responsibility to ensure a smooth implementation of the appraisal process.
(Brewster, 2017). In appraisal HR give promotion to qualified employees, increasing in their
salary and motivate them.
Recruitment and Selection:
Meaning of recruitment is attracting candidates or making a pool of candidate for
employment. And where selection is the process through which we can find the best candidate.
The main purpose of this function is place right person at right place at right time at right cost.
Key roles and responsibility
If an organization hire right person for right job it will increase its productivity and
decrease cost of training & turnover. This is main function of HR of Burberry because it plays
role to increase or decrease the output or productivity of an organization. Human Resource
Manager has a responsibility to focus on development of an integrated package of policies and
procedures with the objective of effective and efficient management of people
Thus, HR play significant role in managing talent at workplace as the individual aim at
training existing and new employee according to skills required for particular job. Further,
workforce planning of HR also depends on recruitment and selection which justify staffing of
talented employees.
2. Approaches of Hr practices.
A systematic approach is beneficial for the Arcadia group's objectives and goals.
Approaches of workforce planning
Workforces planning is an important for the Arcadia group for ensure that an
organisation has a right people who have right skill for right job. There are three approaches of
2

workforce planning that 1st is Workforces approach is the continuous process through employer
analysis the needs of organization by workforce (Bratton and Gold, 2017). 2nd is workload
approach is an ongoing process of mapping resources and priorities. 3rd is competency approach
is the framework of knowledge, skill and attitude which is needed for people in the organisation.
Manager of Arcadia group uses the competency approach to ensure that the knowledge, skill and
attitude are having in the employees. This approach is beneficial for HR of Arcadia.
Approaches of recruitment and selection
Recruitment and selection process help to identify the best candidate for organisation.
There are two approaches of this; one is the internal recruitment is easy and simple process of
hiring the employees. This includes promotion and transfer of employee. Other hand, external
process which is includes direct interview and campus placement. The selection approaches are
IQ test and face-to-face interview of the candidate.
Arcadia group uses the both approaches for their recruitment and selection process and also
company include interview and IQ test in selection process.
Approaches of training and development
Training and development process are the methodology for mapping training program for
develop their employees for growth and roles of job (Marchington and et.al., 2016). There are
two approaches for T&D. One is traditional approach which is includes the business games and
coaching. Other hand, Morden approach that is includes job rotation and job specification.
Arcadia group uses the Morden approach for give training to employees for development. It is
good and easiest approach for develop skills in employees.
Approaches of rewards system
Rewards system is a most important part of the organisation. That is help to motivate the
employees towards successfully meet business objectives. Compensation, benefits, pay increase,
cash prizes are approaches of rewards system. Arcadia group uses different types of rewards to
motivate their employees. Implication of reward approach depends on the business situation and
environment.
Approaches of performance management
Analysis performance of employees is important aspect of the organisation. By this
company able to manage employees and their performances at workplace. There are two
3

approaches of performance management 1st is behaviour approach of performance management.
This is effective and focus on the employee behaviour towards their job and task. 2nd is result
approach depending on outcome of perform task.
Arcadia uses the result approach to analysis their employee’s performance and management of
performance.
3. Different method of Hr practices.
Hr practices are those which is help to improved their employee’s skill and knowledge
through leadership quality.
Recruitment and selection
This is a practice of searching and hiring the people. That have two methods for
recruitment and selection process which is internal and external method.
 Internal process is the easy and simplest process of selecting the peoples as per their
performance of work who are already know with organisation (Albrecht and et.al., 2015).
That is included promotion, transfer of employees at another post and place.
 External process is good and effective for hiring candidate for the vacant post through
that organisation is able to find right candidate. That includes campus placement, direct
recruitment and advertisement, etc.
 Selection process include IQ test and face to face interview, panel interview, etc. This is
effective and good selection process of selecting candidate for their firm.
For example: John Lewis is the multinational groceries store which is uses the internal process to
hire candidate as it helps the management in managing motivation of employees. Meanwhile,
Arcadia group uses the external recruitment process for hiring candidate and to manage talent in
business.
Training and development
Training and development are vital HR practices. Training is the program that help to
improve knowledge and skills of employees for their current roles. Development that focus on
employee growth and future performance. That have two methods of training and development
that are as follows:
4

 On-the-job training is the best approach which is used for develop their skills and
prepared for future growth. That includes job rotation and job instruction for developing
skills in employee.
 Off-the-job training is the simplest approach for train employees. That includes business
games, coaching, seminars etc.
For example: John Lewis use job rotation training method to give training to their employees
(Watkins, 2016). By this method employees get various information regarding other department
and other team culture. Other hand, Arcadia group uses the coaching and business games to train
their employees. In this manager give situation which is related to business, by this employees
able to solve every situation and help improve their decision making quality.
Reward
Effective reward system helps to organisation to be more competitive and reduce
turnover. This also help to enhance the employee motivation and boost their morale towards
company. There are two methods of rewards which is used by the organisation to motivate their
employees are as follows:
 Monetary rewards system that get as per their good performance. Pay increase, cash
prizes are great way to rewards employees.
 Non-monetary rewards system is the best way to inspire and engage the employees.
Promotion, feedback, application in front of whole staff member includes in non-
monetary rewards. Through these employees are highly motivated and try to give their
hard contribution to achieve goal of firm.
For example; John lewis uses monetary rewards system like cash prize, compensation and pay
increase to motivate employees. This help to boost employee’s morale. Meanwhile, Arcadia
group uses the Non-monetary rewards like promotion, feedback, appreciation front of whole
staff, etc. for motivate employees. By this get highly level motivation.
4. Approaches of employee’s relation, engagement and flexible working, its effectiveness.
Approaches are effective for Arcadia group to improve productivity and its profit.
Atkinson flexibility model
This model is help to create flexible work environment in the organisation. It is the
managerial technique which is used to optimised allocation of human resource according to
5

market flexibility in organisation (Atkinson firm flexibility model, 2017). This is effective for the
Arcadia to stretching improve and maintain range of motion, improve mobility and performance
of employee. These have two dimensions are as follows:
Flexibility in employment: It is the concept regarding the labour market. This help to manager of
Arcadia make flexibility in employment. Employees are flexible from their work then are able to
do their work effectively to successfully meet with business objectives. In that manager of
Arcadia make flexible employment like offers extra responsibility to their employees and give
learning about the new software. By using of new software employees do their work easily.
Flexibility in work: It refers to flexibility within the organization. Arcadia uses in discussion of
work structures like group work and flexible working hours. It is also used for implementing new
technologies at work place that allow for more flexible production process. Company can allow
to employees for work from home, analysis the need of employees.
6
Illustration 1: Atkinson flexibility model
(Source: Atkinson firm flexibility model, 2017)

This model creates more flexible work environment in Arcadia which is help to improve
productivity and profit of organization. It helps meet market and business objectives.
Human relation approach of employee’s relation
Employee has replaced into industrial relation between the employer and employees. It is
important for organisation to create good relations with their employees. Workers want security
of services, good payment, effective incentives and also opportunity to participating in decision-
making process. Employer have to understand that its important elements of creating positive
employee relationship at work place (Wilton, 2016). A positive relation always help employees
of high-level involvement, commitment and engagement. It helps to Arcadia to improvement of
business results as well as contribution of employee as it promotes sense of achievement among
employees. This approach is helpful for creating positive work relation between employer and
employees towards achievement of Arcadia's objectives and goals. This is managed within form
with the help of Maslow hierarchical motivation theory which supports fulfilment of workers
basic needs that is safety, physiological, self-esteem, belonging, etc.
Sirota's three factor model of employee engagement
Employees relationship and engagement is very important aspect in organization which h
is identified three basic understanding about motivation. This model has three factors which is
effective for together build spirit of employees at workplace. Below is discussion of each of
these:
7

Equity/fairness: To treated equal their employees in relation is the basic condition of employee.
It is an important tool for motivate and make effective relations with employees. For example:
when employer treat their employees equal and same according to performance, then employees
motivate by this fair treatment. This help to create positive relations with their employees.
Achievement: It is another important need of employees at workplace. For achieve goal and face
challenges, employer need to match employees’ capability and skill (Sirota's three factor model
of employee engagement, 2017). For that employer have to give extra opportunity and
responsibility to their employees. By these employees feel they are the part of the team and give
contribution this will help to stable effective and positive relations within the organisation.
Camaraderie: This another aspect which is important for the organisation. This refers make
good and friendly working environment at workplace. This helps Arcadia firm to make good
relationship with their employees. Example: when company have good relations with their
employees then they are able to increase trust of employee. By this company establish their
effective and good relations with employees.
8
Illustration 2: Sirota's three factor model
(Source: Sirota's three factor model of employee
engagement, 2017)

By using Sirota's three factor model in Arcadia group are able make effective relations
and strong employee engagement with their employees. For maintaining employee’s engagement
company can give chance to employees, give fair treatment according to performance and work
and also to create friendly work environment.
5. Key aspects of employment legislation.
Employment legislation is the law that affects employers and employee of organisation.
Anti-discrimination law 1991
This law refers that provide equal opportunity to employees by protecting them from
unfair discrimination at workplace. This law refers that relationship status and parental status.
This law says treat their employees equal and take equal and fair decisions. Arcadia group treat
their employees equal whether who is from any state. Company stop discriminations at
workplace by applying this law.
Worker's Compensation Act 1906
Workers compensation law says that organization give compensation, insurance, benefits
and rewards to their employees. Management of firm focuses on employee’s compensation to
boost employee morale and to provide sense of belongingness (McCarthy, 2016). For example: if
employee is injured at workplace, then company have to pay compensation against workplace
injuries. This will help to motivate the employee towards give hard contribution to improve
productivity of organization.
Employees rights act 1996
This act says provide privilege to working employees. That law includes employment,
leaves, documents and training. For example: any employees want leaves from their office. In
that case company have to give paid leaves to employees.
Safety and health act 1974
This act says provide safe and healthy work environment to employees like safe working
condition, flexible working time etc (Harvey and Turnbull, 2016). Management of Arcadia
provide protection to their employees and especially female employees. In that case company
provide cabs services to female employees.
9

6. Employee relation and employment legislation impact the decision-making.
Evaluation of employee relation and employment legislation.
Employees relation with organisation
Employee relation plays an important role in the organisation. Success of organisation is
depends on employer and employee’s relationship. Employer promotes effective and healthy
relations with their employees. Positive relations between employer and employee always give
positive impact on the decision-making process. For making good and positive relation with
employee's manager of Arcadia provides financial and non-financial rewards to their employees.
Like compensation, cash prize, bounce and promotion are non-monetary benefits planned by
employer for employees in which individual decision is influenced by employee’s performance.
This will help to motivate employees for their hard contribution. It is duty of leader and
managers reduce conflicts in the team and encourage healthy relationship with employees. This
help to employer maintains positive relations with their employees. Positive relation always
helps to take effective and positive decisions according to situation. This will help to
successfully meets with business goals.
Impact of employee legislation
Employee legislation affect to the HR practices of the Arcadia. It is necessary for the
company to apply legislation in their rules and regulation (Brewster and et.al., 2016). Employee
legislation includes the Employee Rights Act, Workers Compensation Act, Anti-Discrimination
Act and Safe and Health Act. That is the act which affected to Arcadia decision process. For
example: employee is injured at workplace at the time of working. In this case company have to
compensation against their injuries according to workers compensation act. At that company
have to make changes in their policies by this act which is introduced by government. Laws are
always affected to firm's internal decision because, management have to make changes in their
policies and also take decision according to law.
TASK 2
7. The application of HRM practices in a work-related context
HRM is an effective approach to manage people effectively for performances. This HRM
practices help to achieving objectives and improve productivity in the organization.
10

Job Description
Job Title Human resource assistant
Reports to Human resource manager of Arcadia
Roles (main purpose) Payroll
Managing human resource
Check over Attendance records
Compliance with employment legislations
Responsibilities Managing job application
Scheduling interview
Making hiring documents.
Qualification Bachelor's/master's in human resource management (Certified from CIPD)
Person Specification
Title of the job Human resource assistant
Date: 11/02/19
Qualification required Essential Desirable Met
Graduate in human
resource management
MSc leadership and
human resource
management (certified
from CIPD)
Yes
Yes
11

Need of Experience
2-year experience in HR
field
1.5-year experience for
handling administration
and HR software
Yes
Yes
Personal characteristics
& conduct
Effective communication
skill both oral and
written.
Time-managing skills
Multitasking, team work
and collaboration.
Yes
Yes
Interview questions
1. Tell me about your experiences and how they might have prepared you for this position?
2. What does EEO mean within the context of recruitment and selection?
3. How do you maintain the calendars of HR management team?
4. How will you manage conflicts between employees?
12

Job letter
Offer letter
Arcadia group Ltd.
(CEO)
London
February 13,2019
Mrs Harry Smith
(London)
Mrs smith,
We are pleased to inform that you are selected for human resource assistant at Arcadia group.
We are offering you full-time job position. Reporting to manager starting date is 16 February
2019.
Expected working days 5 and working hours 8 (9 am to 5 pm). At this position we are offering
you £24000 per year.
If you accept this offer, please sign this letter and revert back on our official Linked In account
or on mail I'd.
Thanks, and regards
Human resource department
Arcadia group Ltd.
13

8. Evaluate the use of technology improving the recruitment and selection process.
Technologies are help to improve company’s recruitment and selection process.
 Technology help to improve their recruitment and selection process. It provides useful
and specific details about job openings. This help to improve screening of candidate
through software without any time wastage. By this improve interviewing of candidate
through automated interview scheduling, online interview. Technologies are help to
improve this process.
 Online resources plays an important role in their recruitment and selection process.
Many web pages and blogs provide information to recruiter (Lendzion, 2015). Like some
job seeker upload their resume at webpage and any other site. From there company can
analysis candidate according to their need in firm. Through this manager of Arcadia
direct call for interview for their vacant post. By these online resources are help to
improve recruitment and selection process of Arcadia and also supports workforce
planning and talent management within firm.
 Social network is also very important for making effective recruitment and selection
process. For example: recruiter upload any vacant post on Facebook, twitter and
Instagram. Job seeker see this post at their then they direct call in company for interview.
 Digital platforms are like a website, application and media. At this recruiter give
information regarding their vacant post. This is good way of hiring global level
candidates for their company (Kehoe and Collins, 2017). For example: company post
about their vacant post at any social media website. Candidate sees this post then they can
direct call in company on specific contact details.
These all are help to improve recruitment and selection process of Arcadia. Through this
company able to find and select best candidate for vacant post.
CONCLUSION
From the above study it has been concluded that HR practices plays important role in the
organisation. Hr practices help to maintain proper discipline in the organisation. HRM practices
has beneficial for employer and employee’s relationship and helps to increase productivity and
profit of firm. Effective employee's relation was important for effective HR decision-making.
14

Employment legislation also affected to hr practices and its function of decision-making. It is
also covered by the online resources, digital platform and technologies help to make effective
recruitment and selection process of company.
15

REFERENCE
Books and journals
Albrecht and et.al., 2015. Employee engagement, human resource management practices and
competitive advantage: An integrated approach. Journal of Organizational
Effectiveness: People and Performance. 2(1). pp.7-35.
Bailey and et.al., 2018. Strategic human resource management. Oxford University Press.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster and et.al., 2016. Human resource management: the promise, the performance, the
consequences. Journal of Organizational Effectiveness: People and Performance. 3(2).
pp.181-190.
Brewster, C., 2017. The integration of human resource management and corporate strategy. In
Policy and practice in European human resource management (pp. 22-35). Routledge.
Collings and et.al., 2018. Human resource management: A critical approach. In Human Resource
Management (pp. 1-23). Routledge.
Harvey, G. and Turnbull, P., 2016. Human resource management and industrial relations. Air
Transport Management: An international perspective. p.307.
Kehoe, R.R. and Collins, C.J., 2017. Human resource management and unit performance in
knowledge-intensive work. Journal of Applied Psychology. 102(8). p.1222.
Lendzion, J.P., 2015. Human resources management in the system of organizational knowledge
management. Procedia Manufacturing. 3. pp.674-680.
Marchington and et.al., 2016. Human resource management at work. Kogan Page Publishers.
McCarthy, A.M., 2016. 15 Human Resource Development in Ireland and the UK. Global Human
Resource Development: Regional and Country Perspectives. p.309.
Watkins, K.E., 2016. A History of the Academy of Human Resource Development: An
Introduction. Advances in Developing Human Resources. 18(4). pp.431-438.
Wilton, N., 2016. An introduction to human resource management. Sage.
ONLINE
Atkinson firm flexibility model. 2017. [Online]. Available through
<https://www.businessballs.com/organisational-culture/flexible-firm-model/>
16

Sirota's three factor model of employee engagement. 2017. [Online]. Available
throughhttp://www.informit.com/articles/article.aspx?p=2120854&seqNum=3
17

.
18