Functions and Benefits of HRM in John Lewis

This report discusses the purpose and functions of HRM in John Lewis, including training, recruitment, reward management, and performance management. It also examines the strengths and weaknesses of different recruitment and selection methods. The report explores the benefits of HRM practices for both employers and employees, as well as the effectiveness of these practices. Additionally, it highlights the importance of employee relations in HRM decision making and key employment legislation.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
LO 1.................................................................................................................................................3
P1 Purpose and functions of HRM..............................................................................................3
P2 Strengths and weaknesses of different recruitment and selection..........................................4
LO 2.................................................................................................................................................6
P3 Benefits of different HRM practices for employer and employee.........................................6
P4. Effectiveness of different HRM practice...............................................................................7
LO3..................................................................................................................................................8
P5. Importance of employee relation in HRM decision making.................................................8
P6. Key employment legislation..................................................................................................9
LO4................................................................................................................................................10
P7. HRM Practices in work related context...............................................................................10
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource management basically comprises of the duties and activities that are
performed by the HR department that is present mandatorily in every organisation. John Lewis is
the major clothing brand of UK that has its operations spread extensively in the UK. The current
report will evaluate the different functions and activities that are associated with HRM activities
and it will also assist in the evaluation of the strengths and weaknesses that recruitment process
has. Further the report will identify the benefits of HRM practices and then the effectiveness of
practices in increasing organisational profits will be evaluated. The importance of employee
relation and the different legislation related to employee management will also be analysed.
Lastly, a practical application of the HRM practice will be presented in the report.
MAIN BODY
LO 1
P1 Purpose and functions of HRM
There are some major functions and purpose behind the implementation of the HRM practices in
the organisations as they no longer are simply utilised for the recruitment and selection purpose
(Bailey and et.al., 2017). Along with this, there are many other functions as well and these can be
collectively illustrated as follows:
Training: The process of training basically helps the employees in completing their existing job
responsibilities or the new responsibilities that they have been assigned in a better manner where
they intend to improve the overall capability, skill and performance of the employees
collectively. The change in the industrial trends, complexity in the organisational structure, better
human relations, modification in the job assignment etc. can be categorised as the basic reason
why an employee is involved in the training procedures. There is on the job and off the job
training methods that can be utilised for employees and the HRM at the John Lewis is mainly
targeted with the role of engaging employees into proper training sessions that are thoroughly
updated.
Recruitment: The process of recruitment can be categorised as the activity where the most
suitable candidate are searched for the job role that has been allotted to them and there are
mainly two different sources i.e. internal as well as external methods that can be used for the
purpose of recruitment of the employees (Noe and et.al., 2017). This is the most basic purpose
with which the HRM activities are performed and this can mainly affects the overall process of
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selection and the recruitment of the employees. John Lewis uses both external as well as internal
sources to identify the candidates with highest potential that would be most suitable for the
fulfilment of the different job roles and these are then adequately hired by the HRM of John
Lewis.
Reward Management: The activity of reward management is also categorised under the purview
of the purpose behind integration of HRM activities where the employees are regularly
motivated and encouraged to increase their performance (Levashina and et.al., 2014). The
rewards are given in monetary and non- monetary methods where the increased pay or incentives
can be counted as the monetary rewards and the promotion or recognition can count as non-
monetary rewards. This helps the HRM at John Lewis to improve the performance of the
employees and their loyalty as well making them more satisfied and all this collectively increases
the productivity of the organisation.
Performance Management: The performance management can be ascertained as a set of actions
that are adopted in order to ensure that the goals that have been set by the organisation are being
met adequately and in the correct manner. The HRM practices in John Lewis tend to be adopted
and implemented in such a manner that they take adequate consideration of their employees and
the performance. Further the employees of John Lewis are also punished or reward accordingly.
The employees who are not adequately performing are given more training or even removed if
their performance is not very good.
P2 Strengths and weaknesses of different recruitment and selection
In order to ensure that the workforce that is being employed in the organisation is adequately
skilled and talented, there are a multiple number of aspects that need to be taken into
consideration (Jamali, El Dirani and Harwood, 2015). The HRM at John Lewis integrate and
adopt different approached related to selection and recruitment of the potential employees so that
the quality of the workforce can be maintained. This can mainly be done through following
major approaches:
Workforce Planning: Workforce planning basically indicates the development of a correct
approach that can be used to hire employees according to the job roles that they will work on and
the skills that are essential. This is done through workforce approach and the workload
approaches where first one is den by hiring employees according to job roles and latter is
accomplished by the analysis of the amount of workload that needs to be completed.
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Strengths Weaknesses
The major strength is that the hiring of
the employees is done on the basis of
the key expertise and hence the tasks
can be performed with enhanced
efficiency and productivity.
Weakness is that the entire process
is very long and the resources that
are consumed are also comparatively
much higher than the ones utilised in
the workforce planning technique.
Development and Training: These are the methods used to increase the knowledge and skills
level of the employees and is commonly done through the two different methods of off the job
and on the job training procedure (Fenn and et.al., 2015). At John Lewis the HRM tires to
regular train and develop their employees according to the latest trends and technologies.
Strengths Weaknesses
The major strength is that the
employees are able to understand the
entire job duties and roles that they
have to accomplish in a better manner
where they can effectively increase the
quality of the work that they are
completing.
This is an extremely costly process
and can even garner resistance form
the employees if utilised too
frequently in the organisations
where they might begin to take these
sessions lightly.
Selection Methods: The selection methods that are utilised in the organisation by implementing a
variety of tests and techniques in order to select the best and most suitable candidate (Linde
Leonard, Stanley, and Doucouliagos, 2014). In John Lewis, there are a multiple techniques such
as IQ and EQ tests etc. that are utilised.
Strengths Weaknesses
This is effective in selection of the
best candidates for the company who
will give maximum results.
It is a time consuming process that
can sometimes give misleading
results if not implemented properly.
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LO 2
P3 Benefits of different HRM practices for employer and employee
The employer and the employee both are benefitted differently by the implementation of the
HRM practices at John Lewis:
HRM Practices Employee Employer
Overall Learning In John Lewis, the learning
overall includes the training
and development activities as
well and these collectively
increase the knowledge base
of the employees extensively.
The employee is able to
complete the task more
effectively and
comprehensively increasing
their performance as well.
The employer is also
benefitted immensely as they
are able to attain the increase
productivity and quality
standards in the work that is
being performed by the
trained and learned
employees (Claxton and
Sarti, 2014). This
automatically improves the
revenue generation and
overall benefits that the
employer is able to reap by
employing a trained
workforce.
Flexible working options This is the most suitable
benefits where the employees
have the facility to utilise
flexible work timings i.e. they
can effectively complete the
work that has been assigned
to them according to their
convenience (Bratton and
Gold, 2017).
The employer is benefitted as
the work is being done by the
employees as and when they
are able to complete them
which increase their loyalty
and dedication towards the
work that they are
completing.
Rewards At John Lewis, rewards are
the key motivational factor
Company is able to attract
more talented workforce who
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that helps the employees in
increasing their performance
and morale.
is motivated and driven thus
achieving the organisational
objectives.
Therefore collectively it can be said that there are a multiple number of benefits that arise by the
implementation of the HRM practices for both employer and the employees in the John Lewis.
P4. Effectiveness of different HRM practice
Effectiveness of different human resource management practices can be projected in
following points.
Internal recruitments: Internal recruitment involves hiring employees already a part of the
organisation at a new designated position in company. This is an important human resource
management practice apply in company. This practice is more like giving honour to employees
against the productive performance in company (Haddock-Millar, Sanyal and Müller-Camen,
2016). This practice play huge role for company in motivating employees towards performing
more productive tasks in company. Internal recr4uitment allows company to cater effective
growth opportunities at the internal level organisation to all employees of John Lewis Company.
This practice also play an effective role in improving the employee sustainability at the
organisation. Effective growth opportunities at the internal level of organisation will support
company in achieving the low employee turnover rate by sustaining the work force in company.
Sustainable work force allows company to expand the growth opportunities in market.
External recruitment: External recruitment is also an effective practice human resource
management of John Lewis Company follow to fill various designated positions in company.
Human resource department calls fresh graduates, professionals and experiences personal
towards different designated job roles in company under external recruitment practice. This
approach of human resource management allows company to improve the work culture of
company (Macke and Genari, 2019). This approach of human resource management provide
opportunities to graduates and professionals to show the inner potentials. External recruitment
also enable company to achieve the highest level of work efficiency with the support of
experience and knowledge of employees approached for recruitment.
Training and development of employees: This is another effective human resource
management approach follow in company. Training of employees allow company to enhance the
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work efficiencies of employees part of the organisation. This allows company to achieve highest
level of productivity as a part of the functional activity in company. Training guides employee to
polish the already acquired skills along with adopting new skill (Murphy, Klotz and Kreiner,
2017). Human resource management in John Lewis Company follow practices like conducting
the precise training programs that has supported employees to improve the various skills such as
communication skill, research skill, management skill, leadership skill and other professionals
skills like ITC skill to achieve the best level of work efficiency from the functional activity in
company. Development of employees in company involve providing effective growth
opportunities to employees part of the company. Allocating growth opportunities like promotions
at higher positions, incentive benefits, bonus and other opportunities supports company to sustain
in the organisation for healthy time frame.
The above mentioned points has projected the impacts of different human resource
management practices in John Lewis Company.
LO3
P5. Importance of employee relation in HRM decision making
HRM decision making affect from various aspects which also include employee
relationship. Human resource management play huge role in conducting talent management
function in company. Talent management function also involve fulfilling the needs of employees
in respect to resources. Healthy relationship of employees and human resource management
allow human resource department to understand about different needs and requirements of
employees assigned at various designated roles in company (García-Lillo, Úbeda-García and
Marco-Lajara, 2017). Better relationship will drive employees to convey different needs like
training and development, technical support, technical training, employee orientation and other
requirements. Healthy relation will provide an ease to employee to share their views in more
friendly way. Human resource management sometimes more based on behavioural approach
rather based on skilful approaches or can also be stated as professional approaches.
Healthy relationship between employees and human resource department will also create
a better communication channels in respect to reporting any issue employees of company are
facing at any time. This will make employee more confident towards reporting issues with
human resource department in John Lewis. This will drive human resource department in
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company to take important decisions in order to solve the problem or any issue. Solving
employee issues also result into low employee turnover rate in company (Diaz-Fernandez,
Pasamar-Reyes and Valle-Cabrera, 2017). Relationship between employees and human resource
department allows human resource department to take recruitment decisions. In case of both the
recruitment approaches human resource department needs to coordinate with employees in
company in respect to needs of employees in different functional department like sales,
marketing, operations and other functional roles in company. Better relationship will allows
human resource department to take promotions decisions for productive and skilful employees in
company.
P6. Key employment legislation
Employment legislations involve all laws and regulations applicable over the John Lewis
Company in respect to managing the human resources in company.
Employment right act 1996: Employment right act 1996 supports employee in company by
allocating different rights which involve fight against the unfair act in company, rights on leaves
and all other rights allocated to company as a part of the designated position in John Lewis
Company. Employees are among the most significant resources part of the company. This act
protect different rights of employees assigned to them as a part of the employment opportunity.
National minimum wage act 1998: National minimum wage payment is another employment
legislation applicable over all companies. As per the regulations of this legislation all employees
part of the John Lewis Company must get a minimum level of wage payment irrespective of any
designated position they hold in company (Korff, Biemann and Voelpel, 2017). This law support
the minimum wage payment against to the functional role employee play in company. Human
resource department needs to offer at least the amount specified in this legislation to all
employees join the organisation. This legislation specify that an employee must be able to deal
with its expenses against the job opportunity it receives in an organisation.
The maternity and parental regulations 1999: This legislation is applicable to al female
employees part of the John Lewis Company. In case the female employee is pregnant in such a
case she has a specific right to get the unpaid leave of 12 months. This legislation supports
designated position of employee in company even in the absence of the employee due to
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pregnancy for 12 months period. Human resource department needs to ensure the job protection
of such female employees taking leave as per the regulation of this legislation.
Data protection act: Data protection act is also a part of the employment legislation in United
Kingdom. While conducting the interviews for different job profiles human resource
management take various information of candidate in order to assess the background of
candidate. As per the regulatory requirement of this legislation human resource department needs
to protect the personal information of the employees (Armstrong, Landers and Collmus, 2016).
In case of company failed to ensure the proper data protection of employees part of organisation
and also such who used to be a part of the company at some point company have to take the
responsibility of this unfair treatment.
Equality act: Equality act ensures the equal treatment with all employees part of the
organisation. Human resource department of John Lewis Company needs to ensure equal
treatment with all employees part of the organisation irrespective to any discrimination. This act
played huge role in improving the corporate culture. Earlier the female employees in company
used to suffer from discrimination. This act could deal with the discrimination at work place with
female employees in company.
LO4
P7. HRM Practices in work related context
Job Specification
John Lewis Company
Position: Marketing Manager
Description
Marketing manager needs to control and manage the marketing operations in John
Lewis Company.
Experience
 5 years of minimum experience in supervision.
Education
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 Bachelors degree in marketing.
 Masters in business.
CV
Harris Morgan
Mob. No. 8266666764
Professional Profile
Marketing professional looking for a managerial position job profile. I have been a part
of the corporate sector from last one and half decade different designated positions like
marketing associate, marketing executive and sales executive.
Core skills
 Communication skill.
 Research skill.
 Decision making skill.
 Delegation skill
 Analytical skill
 Management skill
 Creative thinking
 Innovative
Education Profile
 Graduate in commerce
 Masters in marketing and business
 MBA in marketing and business.
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Work experience
 5 year experience of marketing executive
 5 year work experience of sales executive
 5 year of experience as marketing associate.
Career Objectives
Marketing professional looking for the best opportunity that can allow me to show the
best of my potentials and also to enhance my capabilities.
Preparatory Note
Q1.) Why you want to be a part of this organisation?
Q2.) How you see the position of marketing manager?
Q.3) Why you think you are best fit for the post of marketing manager?
Q.4) In what ways you are different from other candidates available in the interview?
The selection criteria in the interview will be the academic grade of candidate, experience
and skills. The candidate got selected in the interview was based on the selection criteria
mentioned above.
Job Offer
John Lewis Company
16 June, 2020
Dear, Mr. Harris Morgan
Congratulations on being selected for the positional role of Marketing Manager. You are
requested to join the company from 1st of July, 2020. We hope this ney journey will aid more
potential to your career objectives. All the best this is David Richard, Human Resource
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Department, John Lewis Company.
Process evaluation
The recruitment and selection process is well diversified in nature. The process comprises
with job description and end up with final selection of candidate. The entire process able to
assess the skills and capabilities of the candidates take part in interviews.
Critical evaluation
HRM Practices in John Lewis follow the precise approaches of recruitment and selection
of candidate. The prices allows company to hire only the potential candidates at different
designated positional role in company.
CONCLUSION
This report has concluded about different aspects of the human resource management in
company. Human resource management is all about supporting the organisation with the best
human resource management. Different laws like equality, minimum wage payment and other
laws applicable over the organisation.
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REFERENCES
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Linde Leonard, M., Stanley, T.D. and Doucouliagos, H., 2014. Does the UK minimum wage
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