Human Resource Management Report

This report analyzes the role of Human Resource Management (HRM) in John Lewis, a prominent British retail brand. It explores the functions and purpose of HRM, analyzes different recruitment and selection approaches, explores the benefits and effectiveness of HRM practices, and highlights the importance of employee relations and employment legislation in decision-making. The report concludes with a case study demonstrating the application of HR practices in a real-world scenario.

Human resource
management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Different functions and purpose of HRM..............................................................................3
P2 Strengths and weaknesses of different approaches of recruitment and selection..................5
TASK 2............................................................................................................................................6
P3 Benefits of different HRM practices......................................................................................6
P4 Effectiveness of different HRM practices in raising organisational profit and productivity.7
TASK 3............................................................................................................................................8
P5 Analysis on the importance of employee relations with respect to HRM decision making. .8
P6 Key elements of employment legislation in context of HRM decision making....................9
TASK 4..........................................................................................................................................10
P7 Application of human resource practices in work related context.......................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management is the foundation of organisation, it holds the responsibility
of managing the workforce in the organisation. Large scale organisation spends huge sum of
money in the activities of human resource department. It's main purpose is concerned with
maintaining the effectiveness of employees. As in organisation all the tasks are performed by the
people therefore, having a place where managers can take care of the actions of workers is
essential. The company selected in the report is John lewis, one of the most promising retail
brand situated in the London UK. The founder of the company is John lewis. The topics which
has been covered in the report are purpose and scope of HRM, its strengths and weaknesses,
benefits of HRM practices and effectiveness in terms of organisational context. In the end
importance of employee relations and key elements of employment legislation along with
application of HRM practices in organisation has also been covered (Armstrong and Taylor,
2014).
TASK 1
P1 Different functions and purpose of HRM
Company overview: John lewis company was founded in the 1864 by John lewis. It's
headquarters are located in the London, SW united kingdom. The organisation is rated as one of
the best brands in the retail industry of Britain. Different department stores online as well as

offline are successfully working throughout the country. Over 40000 workers are working in the
stores while revenue of the company was stated £3.78 billion in 2017. It expanded bases in
countries like Wales, England and Scotland etc. The purpose is to consistently enhance and
sustain the position of trusted and responsible retailer in the market. As company focus on the
happiness of employees thus HR managers are fulfilling their responsibilities to hiring and
retaining workforce along with improving their skills in order to ensure the achievement of long
term objectives (Bratton and Gold, 2017).
Purpose of Human resource management: The purpose of HR department in John
lewis is concerned with maintaining the effectiveness of people resources in the organisation. It
also focuses on attaining the competitive advantage in the market by handling their employees in
an appropriate manner. The study of organisational behaviour helps in understanding the insights
of employees working in the company. Balancing the demand and supply of manpower is the
aim of every HR manager.
Different functions of HRM
Managerial function: As per this function HR managers of John lewis are required to
foresee the situations of manpower and than take actions regarding how to deal with them. For
example if found that there is shortage of employees who can perform sales work, it creates the
need to hire effective people to fill the job position. Types of tasks that fall into this category are
as follows:
Planning: Under this managers gather information regarding current situation of staff. It
is determined whether they are capable enough. Also skills required in order to perform the job
along with ways through which potential candidates will be invited, selected and trained.
Organising: As per this function managers of chosen company ensures that plan turns
into action mode. They give instruction to employees, establish relationship, give required
authority and responsibility. This is done to ensure that all the employees collectively contributes
towards the achievement of goals.
Directing: This involves directing the employees to work effectively, mangers of John
lewis identifies the potential of each and every individual working in the organisation and try to
bring out the best of them. They also perform the role of peace maker by eliminating the
conflicts and maintaining the long term relationship with employees.

Controlling: under this mangers performs the tasks of controlling the activities
performed by personal. Performances are compared and verified as per standards and measures
are taken to control the deviations.
Operative function: This function of HRM is concerned with improving the skills and
competencies of employees along with maintaining effective relationship with workforce.
Different training and development programs are conducted by the John lewis and platforms like
employee grievances department is created to solve several issues of personnel. An effective
reward system of the company helps in motivating the employees.
Advisory function: This function is linked with HR department suggesting new policies
to be made by the top management to bring a change in organisational structure. The aim of
managers is to increase the employee involvement (Brewster and Hegewisch, 2017).
P2 Strengths and weaknesses of different approaches of recruitment and selection
Workforce planning: This is the process of estimating the needs of staff and planning
effectively to achieve the long terms as well as short term goals of business. There are different
approaches of HRM which are explained below:
Recruitment: This is a procedure of finding and acquiring best candidates in order to fill
the vacant positions in the organisation. There are two ways of that are used by the John lewis
named internal recruitment and external recruitment.
Internal recruitment: This is the method in which vacancies are filled by hiring
candidates from the internal sources such as transfers, promotions, existing employees
recommendations etc. To be specific John lewis does not look outside when they have to hire
new employees instead they promote existing employees based on their performance record.
Strengths: This method is highly cost effective and also saves managers' time as they do
not have to provide training to the existing employees. Increasing morale of workforce is also
one of its advantages.
Weakness: This process lacks freshness and creativity on employees part. Old staff might
not have good technical knowledge which young generation can provide. When someone gets
promoted for the new position, this led to jealousy and insecurity in the workforce which can
affect the productivity of organisation.

External recruitment: As per this method HR department go for external sources to fill
vacancies. Issuing advertisement in the newspapers, job portals or visiting campus are some of
the examples where company gives an impression that they are looking for potential candidates.
Strengths: This method allows company to hire creative and talented workforce as
students studying in business school possess distinctive abilities. It also creates enthusiasm in the
workforce as they are want to compete with newcomers.
Weakness: Developing and publishing advertisement and training new employees is very
expensive that is why small organisation does not prefer this method.
Selection: Under this process managers screen the applications and choose the most
appropriate one. Significant parts of this method are interview, aptitude test, creating profiles etc.
John lewis take personality test afterwards interview is conducted in which candidate's
communication skills are tested (Cascio, 2015).
Strengths: It provides organisation right candidate who can perform the task effectively
also this does not require extra time of managers as just with minimal interaction manager can
spot potential candidate.
Weakness: This method is called negative because while screening unsuitable candidate
are removed, due to the negligence on managers part few potential candidates can be missed.
This would be lost opportunity for the organisation.
TASK 2
P3 Benefits of different HRM practices
HRM practices are the techniques used by the managers in order top gain the competitive
advantage. These are the means through objectives can be achieved. Few of the practices are
explained below:
Compensation and rewards: Rewarding employees based on their performance records
are very common practices used by the organisation. John lewis has established appropriate
reward systems to ensure more employee involvement. Financial and non-financial incentives
are the major elements. After receiving adequate recognition for their work employees feel sense
of accomplishment and motivates them to perform even more effectively. Engaging workforce
generate more productive outcomes for the organisation (Chelladurai and Kerwin, 2018).

Employee and labour relations: As per this practice, having strong relationship with
workers is beneficial for the organisation. This practice develops healthy environment for the
workforce and they can perform their duties without having to deal with constant stress and
anxiety. John lewis heard the pleas and problems of employees, superiors constantly made
interaction with workers. Through solutions of their problems are found and organisation does
not have to deal with absenteeism or employee turnover.
Training relevant skills: Employees skills needs to be enhanced from time to time,
organisation who adopts this practice gain advantages like good image in the market and
efficiency in operations. This is why John lewis conduct training and development programmes
where new as well as existing workforce are guided about how the tasks should be performed.
For example Managers of John lewis train their staff regarding welcoming and treating staff
which gives positive image to the brand in the market.
Effective communication channels: Establishing mediums through which necessary
information can be delivered at the right time is also very important. As per this practice
organisation ensure more initiatives and participation from workers. John Lewis believes that
high participation of personnel leads to creative ideas that can be beneficial for the growth of
business.
P4 Effectiveness of different HRM practices in raising organisational profit and productivity
Different types of organisational practice is useful for the maximisation of company's
profits and productivity (Foster, 2014). Therefore it is essential for every organisation to adopt
certain practices. These are based on the on the structure and policies made by the management.
Some of the practices are discussed below:
Providing security to employees: This practice is concerned with providing security to
employees. It is effective in increasing the productivity of organisation as If employees
requirements are satisfied they will be relieved from the uncertainties of life. John lewis provide
insurance to their workers also has made policies in which medical help will be given to
employees in case of accidents or natural calamities. When workers are free from such stress
they produce more productive results. This also helps organisation in retaining the employees as
they might leave when enough means of survival are not available to them.
Conflict resolution: Employee deal with several personal as well as professional issues
through the working life this reduces the productivity of overall business. Superiors in John lewis

took responsibility to handle the problems of workers. There are times when conflict arises
amongst the team members, not agreeing on common purpose and wish to pursue their own
beliefs, this can affects the profitability of business. Managers performs the task of maintaining
the cooperative environment where every individual contributes towards the objectives of
organisation. Peaceful and healthy culture leads to employees focusing on their work and
performing more effectively (Kramar, 2014).
Thus it can be concluded that adopting HR practices is beneficial for the organisation as
they ensure more growth and productivity can not be overlooked. Nowadays managers are
forming different practices like breaks in working hours, greeting seniors etc.
TASK 3
P5 Analysis on the importance of employee relations with respect to HRM decision making
John lewis considers employee relations essential for attaining the long term as well as
short term goals of business. Certain importance of this aspect with regards to manager's decision
making are discussed below:
Trust: Organisation enjoys the advantages employee's trust and loyalty by developing
effective relations with them. Gaining trust depend on factors such as acknowledging the
contributions made employees and providing help during tough times. For example in John lewis
when workers are going through some money problems, they are given financial help also
professional and personal advices given by the managers reduces the stress of workers.
Rewarding employees for performing effectively increases loyalty on employee's part. Taking
organisation as their priority, in difficult situations employees would come forward and handle
situations on their own (Morgeson, Brannick and Levine, 2019).
Openness: Developing relations with workers also make employees more open and
initiative. For example managers in John lewis can extract more ideas and suggestions from
employees. Having healthy interaction with workers gives them confidence and removes their
hesitations. They are willing to suggest and give feedbacks freely which will result into
organisation's improving the ways in which they deal with business situations.
Willing to cooperate: The employees are willing to cooperate with other workers if they
are guided by the managers or leaders. Workers will only listen to their advices when they trust

the organisation. For example while leading a team there might be difference of opinions which
can be overcome when superiors teach them what is in the best interest of the organisation.
Being open to diverse views: When managers are willing to listen to the opinions of
employees they can form better decisions. They are able to look things from larger perceptive
which will expands their horizon (Purce, 2014) .
Psychological contract: In employment relationship certain expectations and promises
are shared. Managers are able to understand the needs and requirements of the employees and
can mould decisions accordingly.
P6 Key elements of employment legislation in context of HRM decision making
There are different rules made by the government. Organisation are obligated to follow
these rules as it is not some choice which they can deny. Incorporating employment laws by
making policies or procedures are in the interest of organisation's business (Riley, 2014). When
workers feel respected in the organisation they willing to spend more time and efforts into the
activities of business. Thus the key aspect of employee relation is that this helps the management
with respect to increase employee engagement.
National minimum wage act, 1998: This is act which focuses on providing minimum
wages to the workers. The set pay scale by the government is 7.83 pound per hour for the people
whose age lies between 21 to 24. This affect the decision making of managers as thy have to
make changes in the compensation policies if they are not complying to the decided criteria.
Human rights act, 1998: As per this act every employee must be treated equally along
with respect irrespective of the nationality, colour, religion etc. Organisation who ignores these
laws can face severe backlash from the society as well as legal system. The decision making of
managers can be badly affected if such rules are not being followed they can be questioned by
the top management for such behaviour (Human rights act, 1998, 2019).
Employment relations act 1999: This act is based on maintaining healthy relationship
with employees. It affects the decision making of managers of John lewis have to mould the
decision if they are able to make peace with the workforce. As a result productivity of employees
will increase and profits will be maximised.
The key aspect of employee relation is that management need to take measures to build
good relationship with workforce as this ensure more employee engagement and participation.
By not adhering to the rules have serious implication like negative image of organisation in the

market and loosing profits. The legislation made by the government affects the decision making
of managers of John lewis as they have to form new rules and policies to ensure laws are being
followed by all the individuals who working in the organisation.

TASK 4
P7 Application of human resource practices in work related context
Job specification:
Company John Lewis
Department Sales department
Job profile Sales manager
Job location Edinburgh, UK
Experience 4 Years in sales sector.
Job summary John Lewis is looking for a sales manager who is able to handle
a team indoor as well as outdoor. All the candidates should have
good knowledge regarding customer satisfaction and employee
motivation.
Skills required  Good skills to interact with customers.
 Able to motivate staff members to work hard.
 Effective skills to deal with conflicts at workplace.
 Impressive decision making skills.
Roles and responsibility  Resolve queries of clients visiting the store.
 Keep detailed information of all the activities of
employees.
Curriculum vitae:
Name: Robb Stark
Address: Opposite national museum of Scotland, Edinburgh, United Kingdom
Contact number: 25654487655
Job Experience: 4 years working experience on the post of Sale manager in Marks and
Spencer.
Specialization:
Specialization in sales and marketing.
 Good knowledge of Microsoft word, excel and power point.

TASK 4
P7 Application of human resource practices in work related context
 Knowledge of customer satisfaction and employee motivation.
Skills:
 Capable to handle conflicts at work place.
 Able to inspire and motivate staff members.
 Ability to work in team and handle it as a leader.
 Effective conflict resolution and communication skills.
Qualification:
 Masters of Business Administration in sales and marketing from Oxford university.
 Bachelors of Commerce from from Oxford University.
 Senior secondary from St. John school, London.
 Secondary from St. John school, London
Declaration: Hereby, I ensure that all details provided by me is valid.
Date: 31/05/2019Place: Edinburgh, United Kingdom

Interview questions:
 Tell me something about yourself
 Why do you want this job?
 What makes you capable for this job?
 According to you what are the qualities that sales manager must possess?
Justification: Organisation selects those candidates who possess the strong
communication power as in sales job it is required that employee is able to influence and
persuade customers to buy company's product. The candidates are also judged based on their
experience and qualification they hold (Storey, 2014).
Job Offer of John Lewis to Robb
15th June 2019
John Lewis
Edinburgh, United Kingdom
Dear Mr. Robb Stark
We are happy to inform you that you are selected by us for the job profile of sales manager in
John Lewis. Salary which will be offered to you is around £86000. We well be glad if you join
our company as soon as possible.
Thanks & Regards
Human Resource Manager
John Lewis
Rationale for conducting HR practices: In John lewis managers are able to extract best
performances from the employees. Practices like communication channels and fair remuneration
has helped in increasing the productivity and profitability of workforce. The reason John lewis
holds distinctive place in the market is due to adopting HR practices that fulfils the organisation's
purpose of having happy and productive staff (Wilton, 2016).
CONCLUSION
From the above project report it has been concluded that human resource management
can be defined as the process in which employees are managed and controlled by managers of
the organisations. Different types of human resource functions such as managerial, operative and
advisory are conducted by HR in order to make sure that business operations are conducted
properly. Different HRM practices such as compensation and rewards, employee and labour
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relations, training relevant skills etc. are also conducted by HR to motivate staff members.
Different rules and regulations are also required to be followed by organisations in order to
execute business operations appropriately.

REFERENCES
Books and Journals:
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in european human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Cascio, W. F., 2015. Managing human resources. McGraw-Hill.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
Foster, E. C., 2014. Human resource management. In Software Engineering (pp. 253-269).
Apress, Berkeley, CA.
Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource
management the next approach?. The International Journal of Human Resource
Management. 25(8). pp.1069-1089.
Morgeson, F. P., Brannick, M. T. and Levine, E. L., 2019. Job and work analysis: Methods,
research, and applications for human resource management. Sage Publications.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals). 67.
Riley, M., 2014. Human resource management in the hospitality and tourism industry.
Routledge.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
Wilton, N., 2016. An introduction to human resource management. Sage.
Online
Human rights act, 1998. 2019. [Online]. Available through:
<https://www.equalityhumanrights.com/en/human-rights/human-rights-act>
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