human resource management

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Human resource management

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
(A) Value of the company created using HR...............................................................................3
(B) Impact of culture on Practice of HRM in Cambodia.............................................................4
(C) Employment model by HRM...............................................................................................5
(D) Choosing Human resource management over Personnel management.................................6
(E) Significance of culture in hiring and firing process...............................................................6
(F) Difference in laws from international to local business.........................................................7
(G) Examples of firms practising good HR management...........................................................8
(H) Recommendations to HR practices for high performance....................................................8
CONCLUSION................................................................................................................................9
REFERENCES................................................................................................................................1

INTRODUCTION
Human Resource Management (HRM) manages people working in an organization for
getting good performance results. They recruit and train people who are good fit for the
company. They look after the resources and need of employees. HR department is there to
provide smooth flow of work among employees. They make company's workforce. They look
after policies governing workers. Decathlon is a French based sporting goods retailer having
headquarters in Villeneuve d'Ascq, France. It has 5000+ products in Cambodia and is expanding
in the country by opening more stores and launching new products and covering many categories
of sports. Main motive of the company is to provide all sports amenities under single roof. HR
department of decathlon sets and amazing example, it has helped company grow in so many
ways. The company has its set of employment model which helps them meet individual needs
and supporting retention for employees. Company opts for Human resource management over
personnel management. Being an in international brand and setting up in local is vecomes
difficult because of the laws. Although company excels, it still need to make some improvements
by its HR team to beat rising competition.
MAIN BODY
(A) Value of the company created using HR
Human resource management focus on well-being of employees and avoid them giving
excess workload, keeping the employees fresh and charged, for next day. Human resource
management strategy of decathlon is based on empowering employees, autonomy and proximity
management (Gallo, P., and et.al., 2019). It gives opportunities to young to gain talent and
motivation and for this to happen, decathlon human resource management sets up time to time
meetings of employees with their superior. Company has decided to recruit local underprivileged
youth and train them accordingly. This setup allows employees to be independent and implement
their own ideas. Decathlon is retail brand selling sports equipments, human resource
management recruits people who are sports enthusiasts as it keeps them interested in doing the
job. They check strength and weakness of each employee and provide self assessment activity to
be honest about capabilities and evolve and handle customers accordingly. Human resource
management looks into behaviour, domain knowledge and communication skills of a person
while considering them to select. These skills help attract customers and increases sales. HR

planning future growth helps company in achieving growth. Human resource management is
very updated on new technologies, decathlon provides a self checkout counter allowing
customers to pay directly from respective application, this makes the process easy and avoid
queue hence time saving for customers. HR department has dedicated itself into making
decathlon a 'brand'. HR identifies best leaders who are respected by the teams, making them
work well together. HR team tries to diversify team to get different perspective and increasing
company culture. It pushes employees to be think out of the box and explore their creative side
giving innovative idea to company. Decathlon believes in having HR committees following all
the HR policies, they believe in growth of employee but training them personally and nurturing
them, providing them a comfortable workplace with direct form of communication where they
are open with one another.
(B) Impact of culture on Practice of HRM in Cambodia
To set up a business at a place, respecting and following national and regional culture is
an important part. Cambodians prefer subdued and indirect communication and can therefore be
difficult country to work in. Local language, Khmer is used most of the times or English,
depending on the other person. Language is very important and business cards and bills of
decathlon are written in Khmer and English on each side. Dress code culture is strictly formal,
women covering shoulders and knees. They follow a gift culture decathlon follows this on every
special occasion. One is-to one ratio of men and women are to be followed, but senior positions
have exceptions. Decathlon encourages it's employees to be punctual as in Cambodia arriving
late is a form is disrespect. Formal handshakes are always a welcome, women are supposed to
initiate. Cambodians tend to remain silent when they do not agree with the point, employees
working at decathlon act calm in such cases.
The difference between culture impacts the HRM practises on the organisation and it
increase the situation of conflicts in the company which put direct impact on the performance
and profitability of the company. When the employees belongs to different culture their
communication and mother tongue is also remain different in result they do not communicate
with each others properly. In result company may not get new and innovative ideas to grow
further in the near future. Another issue which HRM faces due to the culture is thAt the

behaviour of the employees which h may lead the issue of conflicts. So the HR of the
company have to make sure at the time of recruitment that they hire such people who can
communicate well in the organisation to and can easily work with other employees.
(C) Employment model by HRM
Companies mission is to sell different sports equipments under one roof. HRM looks into
people interested in sports, because it helps in building good relations with customers when
interests are same. Employment model provides job and training. Decathlon has retail stores and
employees working are having communication skills as well as hard skills which is having a
basic knowledge of products the company is dealing. They are getting experience of tasks
relating to their work, this will make good impact in company's sale and employee performance.
Decathlon gives young people chance to enhance their skills and get working experience. They
believe in autonomously culture where each employee makes own decision and takes initiatives.
Its up-to individuals to choose their career paths and this helps in retaining talent (Decathlon's 3
secrets to attract & retain talent, 2019). Leaders of teams are less of a supervisor and m ore of
mentor to the employees working under them. Training objectives are clear at decathlon, talent is
developed in-house. HRM at this company may not be perfect but it is a search to find balance.
People here have freedom to opt for cross-disciplinary projects, helping them explore talents.
Company helps teammates to become brand ambassadors. It also provides some discounts to its
permanent employees. Candidates should have good listening skills, decision-making ability and
one should fit in the team. Decathlon is trying new trends like social media to recruit people,
candidates were asked to make a video saying what makes them a better fit, this was to focus on
the creative side of each one. Training given to the employees are by internal instructors from
different countries, part of this training also involves going abroad giving then opportunity to
share trade tips. Then recruitment process by decathlon may seem unorthodox to few but it is a
huge success pointing emphasis on learning from everyone. It focuses on finding right fit for the
company and selecting candidates with some unusual tasks in which they make fully harness
their creativity, such methods have proved useful to the company (Decathlon's inspiring
recruitment and employee retention methods, 2016).

(D) Choosing Human resource management over Personnel management
Personnel management works at operational-level, while maintaining terms and
conditions of employment also managing personnel activities for individual groups. It believes
that outcomes from justice and efficiency of activities will result in success. Human resource
focuses on development and implementation of people's ideas keeping in mind the culture and
values of organization. Key relations, in PM are with labour management and with HR it is
customers and decathlon has its main focus on providing best to their customers. Speed of
decision, in HR is very fast on the other hand it is slow in PM and company wants fasts decision
to help it work ahead of competitors. Company believes in setting good example to the
employees and leading them to company's goal, Management role transfers to a leadership in HR
but is transactional in PM. Key managers in PM are personnel or IR specialists whereas in HR
are general or business managers they help company to maintain and manage their relations with
customers. HR has a direct form of communication while PM has indirect form of
communication, a retail business like decathlon prefers direct communication to make a person
comfortable be it employees or customers. Selection process by PM includes marginal tasks, HR
includes integrates key tasks, this helps to find creative side and capabilities of candidates and
therefore selecting the best fit for company. Pay grade in PM are fixed, that is job evaluation
whereas in HR the pay is dependent on performance on employer since a retail store, selling
products keeps the company going and employees not being able to do so can lead to cut-offs in
their salary. At time of any conflicts, PM handles by forming temporary truces while HR
manages climate and work culture accordingly so that there is not bad blood between either
employees or customers. (Lawler, E. and Boudreau, J.W., 2020). Training and development of
the employees are by controlled access to courses in PM but in HR this is done with the help of
few learning companies. Corporate plan of HR is central and that of PM is Marginal.
(E) Significance of culture in hiring and firing process.
As Decathlon is a global company and operates in many countries but the HR has to
follow the local culture of all those companies where it is operating specially in the case of hiring
and firing (Tettey and et.al, 2017). As this is one of the largest company and try to attract best
talent towards the company. Apart from this, company spend good amount on the training and
development but even though if the employees do not perform, as per the expectations company

has to fire them. But at the time of firing, the HR of this company should be careful about the
local culture and should give them appropriate reason of firing to the employees so that they
may improve their skills and take the things seriously. When the company hire local people they
do not have skills and antiquates like such people who have been hired on international level
(Glodzik and et.al, 2019). As on international level candidates possess good qualification,
skills and knowledge but on local level people do not have higher qualification so at the time of
hiring HR has to be sure that they must hire right person for the right position and at the same
time in the procedure of firing they must consider right process. Otherwise fired employee may
comment negative thing about the company on social media platform which may harm the
reputation and goodwill of the company. This can impact the overall profitability of the
company. It has been found that on the local level many companies terminate their employees
due to discrimination and favouritism which can hurt the emotions of the employees in result
they may try to damage the goodwill and reputation of the employees. So the HR of Decathlon
is trying to avoid the discrimination of race, religion, age , colour etc. this will lead situation
of conflict in the organisation as well. This type of discrimination mostly found on local level
rather the international level, because on the global level company wants to set good name and
fame. So the HR tries to fire the employees by giving them valuable reason.
(F) Difference in laws from international to local business.
Every company has to follow employment lows in the workplace so that employees feel
protected in the company. Apart from this, they feel privileged in working in such company
where the company is concerned for the health and safety of the employees. But is become
difficulty for the HRM to maintain such lows when company start their work on local level. It
has been seen that when any company move their business to local level sometimes the higher
authority, management and HR of the company tries to get more and more work from the
employee so that company may earn high profit and generate high revenue (Abberley and et.al,
2019). Apart from this when company operates on international level they try to manage and
maintain all the lows but when company start focusing on local level they sometimes forget to
maintain then lows of the company. Although employees also not follow the rules of the
company, and specially the working hours and timing of the company. Apart from this, at local
level employees do not get proper training and development, about the work in result they may

not complete their task on time and this will discourage employees as well. Another low which
get changes when company move to local level, the hiring process of the company get changes
fully (Haynes and et.al, 2018). The higher authority and management gives first priority to their
known persons it can be their family members or friends. So the discrimination in the
organisation about to take place in the company. So here the the equality low get broke down,
and people do not get equal opportunities in the procedure of hiring and although in the
promotions. The hire management always give first priority to their near and dear once and those
employees who are working hard they do not get good opportunities so that they can go beyond
their current position.
(G) Examples of firms practising good HR management.
HR helps company to grow and achieve its goal. There are firms showing best HR
practices in the related field. Under Armour comes in hit lists for attraction of jobs. HR
department is helping the company to rewire. HR management manages to have companies
partnership with celebs which results in inspiring customers into buying their products. A brand
like Nike is all time favourite among people, they follow strong HR policies by investing in HR
professionals and resources leading them to hire best fit for the company (Cherep, A., Helman,
V. and Lynenko, A). They were involved in activities such as identifying strengths, weakness
and opportunities for development. They provide consultation to the HR systems focusing on
engage and attracting customers. HR departments is updated on developing tools and they
always looks for good investment opportunities. On the other hand HR department of company
like Puma offers many befits to the employees like sick leave even when one has to take care if a
family member or any family emergencies. Here, even dads can take some days off as a paternity
leave. HR department of Puma is very supportive to the staff this all results in getting out the
performance of each employee leasing to good production and sales.
(H) Recommendations to HR practices for high performance
HR department is the backbone of whole organization, following the best HR practices
will only result in good and profitable for the company. Some of the best HR practices include, a
positive work environment, people will work good if they feel good so, providing a safe and

healthy workplace makes employees comfortable and committed with organization. Being an
open book with the employees, sharing the information makes them feel a part of the
organization. Having an open conversations with everyone keeps the workplace environment
very informal in a good way. HR of Decathlon should be ready to experiment. Everybody likes
to be awarded for their work, offering bonuses is one way to cheer them. This also helps them
retain and this step by HR keeps them motivated to achieve goals. Having feedback and fair
system and surveys to capture their idea and thoughts. Self-rating should be a part of evaluation
to empower them and tracking their performance growth, even cross-functional feedback helps
in the above (Balathandayutham, P., 22). Sharing the knowledge is an important step that HR
department should take. Sharing the knowledge gained by any skill development program to
others should be mandatory to make everyone keep up with anything new. Creating a platform
where anyone can dish out any innovative ideas they have is a must. These new idea and
innovation should be recognized and nurtured by great organisations like decathlon. Working
culture impacts every person in the company, HR department should maintain healthy culture
within the company which leads to good reputation, more productivity and good quality.
CONCLUSION
From the research conducted, it is easy to say that HR department is backbone of any
company, here decathlon. It is the glue that hold the company together, manages every person
working there. Work done by HR represents decathlon in the outer world, it helps in company's
growth and lead them closer to their goals. Working in a country such as Cambodia can be
difficult but by respecting and maintaining their business etiquettes results in successful launch
of decathlon. Storey's points have helped understand difference between HR management and
personnel management and it is concluded that a company like decathlon prefers HR
management over Personnel management. The company believes that having open and informal
relations can lead to good bonding among employees and thus making a positive work culture.
To maintain its reputation and sustainability, the company has to value local cultures in process
of hiring as well as firing employees. Decathlon being a France based company settling in
Cambodia, HRM has to follow all rules and local laws. In the era of rising competition,
decathlon should outdo itself to be the best. Lastly, points for HRM from being good to being
best are given which will help the company to achieves its target.

REFERENCES
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Trend. Edited book title: Emerging Trends in Business and Management: Issues and
Challenges (Volume 2). p.139.
Cherep, A., Helman, V. and Lynenko, A., 2019. Development of approaches to personnel
management before the phase of the merging process of enterprises. Baltic journal of
economic studies. 5(1). pp.233-238.
Gallo, P., and et.al., 2019. Innovative trends in human resources management: Evidence for the
health care system.
Glodzik and et.al, 2019. Different relationship between systolic blood pressure and cerebral
perfusion in subjects with and without hypertension. Hypertension.73(1). pp.197-205.
Haynes and et.al, 2018. Effects of sacubitril/valsartan versus irbesartan in patients with chronic
kidney disease: A randomized double-blind trial. Circulation. 138(15). pp.1505-1514.
Lawler, E. and Boudreau, J.W., 2020. Achieving excellence in human resources management.
Stanford University Press.
Llorens, and et.al., 2017. Public personnel management: Contexts and strategies. Routledge.
Saridakis, and et.al. 2017. Exploring the relationship between HRM and firm performance: A
meta-analysis of longitudinal studies. Human resource management review. 27(1).
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Swadi and et.al, 2021. Genomic evidence of in-flight transmission of SARS-CoV-2 despite
predeparture testing. Emerging infectious diseases.27(3). p.687.
Tettey and et.al, 2017. Energy use implications of different design strategies for multi-storey
residential buildings under future climates. Energy.138. pp.846-860.
Online
Decathlon's 3 secrets to attract & retain talent, 2019. [Online]. Accessed
through:<https://corporate.jobteaser.com/en/blog/recruiting-the-new-generation/
branding/decathlon-attract-retain-talent/>
Decathlon's inspiring recruitment and employee retention methods, 2016. [Online]. Accessed
through:<https://www.b2b-cambodia.com/articles/decathlons-inspiring-recruitment-
and-employee-retention-methods/>
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