A Detailed Report on Human Resource Management Functions at Primark

This report provides a comprehensive overview of Human Resource Management (HRM) functions, focusing on their application within Primark. It begins by defining HRM and its crucial role in organizational development, emphasizing the importance of employee performance optimization. The report then delves into specific HRM functions such as recruitment and selection, motivation, communication, training, and development, detailing their significance in Primark's operations. The report analyzes the strengths and weaknesses of different recruitment approaches, including internal and external methods, assessing their impact on organizational goals. Furthermore, it explores the benefits of HRM practices for both employees and employers, highlighting how these practices contribute to a positive work environment, employee performance, and overall organizational success. Finally, the report examines the effectiveness of various HRM practices in terms of raising profits and explores methods used in HRM practices to achieve organizational objectives.

Human Resource
Management

INTRODUCTION
Human resources are one of the main parts for any firm’s development in an effective
manner. However, this has been seen that HR department concentrates on optimising the
employee’s performance in firm by implementing diverse strategies (Beloglazov, Abawajy and
Buyya, 2012). As per the given scenario, Primark has been chosen for the present study with
reference to which various concepts related to HRM will be discussed. It by forecasting the
needs of business does the recruitment and selection of employees and design the whole process.
Maximisation of work force efforts are done by providing them with required level of training
and development programs. The given report will study various different human resource
management functions as well as its crucial role in an organisation.
P1. Purpose and functions of HRM
Human resource management is an effective approach that helps the refereed organisation
in carrying out its day to day operations. It is a strategic conduct that ensures growth and safety
of employees while they are part of hiring of staff which is qualified and competent for a
particular post is selected by this authority which shows that purpose of having HRM is vital.
Apart from this, the same body gives attention towards maintaining the turnovers as it is
not good for organisation. Different functions which are performed by the human resource
management in Primark are discussed as below:
Recruitment and selection – This is one the major role of HRM as by conducting the
internal and external process of selecting employees requirement of various vacant post is
fulfilled so which helps in maintaining continuity in the operations.
Motivation – In order to achieve the goals and objectives of an organisation, motivated
workforce is of great importance (Boxall and Purcell, 2011). They utilise the provided resources
with great efficiency and help in reducing total cost of production. HRM performs this function
by understanding the needs of those who are in any way associated with firm and hence, satisfy
their requirements.
Communication – To carry out different work on time, it is important that required
information is provided to workforce in the same manner as conveyed by top management.
HRM acts as a medium to communicate between top and operational level employees so that
they would follow the command and work with a common vision. If the data is not transferred to
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the interested party than the information losses its value therefore it is required that message is
deliverer to the right person on right time.
Training and development – Another important function which is performed by HRM is
of providing learning to the new employees so that they will be made familiar with the business
place. Also, training is provided to the present staff members so that their capacities can be
raised and quality output is received.
Paperwork and orientation – Once the desire candidates are selected, an important step is
performed by HRM. He introduce him with the business and before making him work on the
post full fills all the formalities that are required to be taken when a new person is hired for a job
(Daley, 2012). Basic information is gathered like weather the person has any criminal record so
that it can be decided that he is fit for organisation or not.
These are above mentioned operations of HRM which are required to be done by HR
manager so that functions of overall firm can be smoothly operated. These are certain tools that
are required to be done by the HR manager.
Hard & soft models of HRM:
1. Hard HRM: As per the concept, entire employee of the firm are implemented like a
resource for firm activities under that an effective relation is determined with procedure
of planning of business firm. In this, HR manager concentrates on requirement of
business workplace as well as recruit along with negociate employees according to
requirement of Primark.
2. Soft Human resource management: Under soft skills of HRM, whole employee of the
cited firm are assumed as precious firm resources & keeps a source firm competitive.
Under it, entire workers are treated like individuals and later managers provide shape to
planning procedure. Managers of company need to focus on the requirements of
employees according to their roles and responsibilities as well as provide them
motivation and extra rewards.
M1. Assess the functions of HRM to achieve business objectives
The HR manager should need to organise training session as well as development
program to their workers which enhances their knowledge and skills and also provide rewards in
form of compensation, incentives on the basis of their performance through which their
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employees get motivation to perform well and contribute more to achieve desired goals and
objectives of an organisation.
M2 Evaluate the strengths and weaknesses of different recruitment approaches and selection
The recruitment approaches and selection helps in getting skilled and knowledgeable
candidate which can contribute more to performance of an organisation but at the same time it
creates dissatisfaction among existing employees and provide demotivation to them which may
negatively affect the performance of an organisation. Therefore need to select candidate on the
basis of their qualification so that is provide benefits in achieving goals and objectives.
P2. Strengths and weaknesses of different approaches of recruitment and selection
Workers are the major organisation’s assets who give a wide contribution in increasing
revenues as well as benefits of company. This is the higher authority’ responsibilities to cast the
effective and sufficient power with required skills and abilities for enterprise. Recruitment is the
hiring of best suitable candidates for organisation. Stimulation and motivation process in which
the organisation recruits new people for the organisation workforce expansion in order to fulfil
vacant job profile as well as gain specific ability. A company like Primark uses various effective
approaches of selection and recruitment for the purpose of gaining qualities in company which
are mentioned as below:
Internal Resources: There are various types of resource which an organisation can use
for demands accomplishment as well as utilise resource of company effectively. In this process,
organisation provides chances to existing workers to develop and promote their skills as well as
role in the working environment. Here are some methods which are linked with the respected
recruitment which is discussed as below: Promotion: This is one of the main factors of internal recruitment in which organisation
encourages the workers for effective productivity and performance for gaining access to
the objectives and goals. In this, company renders the appraisal opportunities to recent
worker on the grounds of their performance and role. Transfer: It can be measured as one of the effective chances to attain demands of workers
of organisation. This is majorly the use by Primark by changing worker’s position
through transferring them on other job profile (Gruman and Saks, 2011).
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 Previous Applicants: Sometimes, when the organisation requires recruitments on urgent
basis, they use this method of hiring. In this, previous worker or appliance are casked top
join the vacant profile of work. Job Appraisals: It is an effective and best method in which the opportunities of work are
rendered to those people who are skilled and have better performance at the workplace.
In this, company concentrates more on the evaluation of performance of workers as well
as appraise the wage or job profile or criteria on the grounds of it.
Advantages and disadvantage of Internal Recruitment
Advantages  Organisation is supported with several chances of hiring skilled
applicants for the vacant profile.
 Through the help of this, organisation can increase workplace
motivation.
Disadvantages  The organisation requires to pay more salary to the workers.
 This limit the creativity and qualities in organisation restraint
innovative ideas and thoughts.
Advantages and disadvantage of External Recruitment
Advantages  This can support company with diverged and new idea, creativity
and thoughts.
 Help in bringing new talents,. Skills, and work in the environment.
Disadvantages  Time consuming, costly and expensive.
 Required to organise induction, training and development period.
Advantages and disadvantage of External Recruitment
Advantages  Less efforts, expensive and time consuming.
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Disadvantages  Lack of reliability and credibility.
 Chances of secrecy and confidence information leak.
TASK 2
P3. Benefits of HR practices or employee and employer
In order to manage healthy environment at workplace, there are many practices which are
implemented to the advantages of employees and employer.
Benefits to employer Positive and creative work environment: In order to create positive work environment,
there are certain policies and practices that must be complied through their employees
which help them to perform effective and better in order to achieve goals and objectives. Help in taking future decision: It is necessary for an organisation to evaluate employee's
activities which hep the manager of organisation to formulate decision for future period
of time (Hendry, 2012). If the manger estimate about the future situation and risk that
may occurred then the manager is responsible to take corrective measures in order to get
better positive results. Provide support to evaluate the policies of organisation: It is required for the manager of
an organisation to formulate and implement specific policies that aid in increasing
efficiency level and worker satisfaction of organization.
 Aid in Creating team: Manager of company is liable for responsibility to build team
consisting effective & skilled workers so as to achieve desired targets.
Benefits to employees Improving employee’s performance: HRM practices helps in providing healthy work
environment which enhance the efficiency and performance of employees which
indirectly helps in achieving desired gaols and objectives (Benefits of HRM Practices,
2017). Understand various needs of employees: There are different needs and demand of an
employee of an organisation which need to be fulfilled by manager of organisation in
effective and efficient manner. The manager should need to conduct training sessions and
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development programs in order to improve their skills and knowledge which indirectly
helps in maximising their satifact6ion level.
 Create healthy environment: HRM need to provide such healthy environment in which
their workers can perform well without feeling pressure of work. The manager should
need to treat well their employees through which they can contribute more to th
organisation.
P4. Effectiveness of various HRM practices in terms of raising profits of organisation
Providing guidance and direction to their employees so that they can contribute more to
the organisation. Manager of organisation need to provide positive work environment so that that
work hard and achieve organisation goals. Effective communication and coordination among
different levels of management helps the company to improve overall performance of company.
It is the responsibility of HR manager of organisation to identify the problems and issue that
most of the employees faces during work and therefore conducting training programs and
development sessions to their so that they can perform allotted task or worker within the period
of time that indirectly develop their company's performance as well (Kehoe and Wright, 2013).
So, HRM practices helps in bringing overall improvement of employees like the
managers of organisation that also assist the firm to meet desired profits more effective as well as
efficient way. Providing healthy work environment and increasing level of satisfaction to their
employees bring overalls development and performance of an organisation. It also help the
organisation to compete with their competitors and provide stability in competitive market. The
organisation require human resound management in order to get the desired result and ménage
the outcome of the company for which they organiser various activities for personnel such as
training, rewarding team work activities etc.
M3 Explore different methods used in HRM practices
The different t practices which are used to implement in order to achieve organisational
goals and objectives are providing training either based on technology or on job training and also
conducting development programs in order to provide motivation to their employees with the
help of which they contribute maximum to the performance of an organisation.
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D1 Critically evaluate the strengths and weakness of recruitment approach and selection with
examples
There are many strengths and weaknesses of recruitment approach and selection affect
the performance of an organisation. For example if in the recruitment process the HR manger
recruit their family member without acquiring knowledge and skills of candidate then it may
adversely affect the performance of an organisation there to make recruitment approaches the
strengths of company then HR manger should need to analyse the skills and abilities for the
welfare of an organisation.
TASK 3
P5. Significance of employee relations in relation with HRM decision making process
Importance of Employee Relations
The worker and the working environment of the company is a legitimate component that
an organisation cannot decline. It is indispensable for the company to meet the objectives and
goals in productive way to create an impression on the individual. This is required for business
entity to manage as well as maintain the worker to function and increase competency.
Worker relation is most crucial part in nowadays after the evolution of industrial
democracy in the UK business industry (Importance of employee relations in HRM decision
making, 2017). Primark's HR organise and coordinate those activities, events laws and acts
which can help the company in managing the relation with their worker. For this, they organise
training and development programs, coordinate team and extra curriculum activities as well as
rewarding and compensating work.
 This is very necessary for HR manager to use an open door policy so workers can openly
discuss the menace and issues with employers as well.
 Participation of employee must be motivated in process of decision-making as this make
the employee feel valuable for organisation and develop their productivity.
 Feedback of workers must be gathered after forming a new as well as big change.
 Job rotation should be conducted in enterprise as this enhance and encourage the worker
skills enlargement
 This is very essential that there must be a strong in create interaction channel as this
avoid the grounds of emerged conflicts at workplace.
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 Employee who perform effective work must get rewarded or appreciation as this
stimulation and motivate them along with other to performer well (Lengnick-Hall, Beck
and Lengnick-Hall, 2011).
 Healthy & safe condition of working must be offer to employee so they can work
effectively.
This is fundamental for HR to comply the laws and rights of employment for the purpose
of maintaining a communication flow as well as creating a better environment at workplace.
These laws are not only help employee in benefits at workplace but also avail Primark in
Managing ER in workforce.
P6. Various employee legislation affecting decision making process
The government is actively involved in that formulated various legislation in relation to
the employee rights in order to support them a better working environment. The company should
follow up all the legislations relation with the employee in order to work ethically and legally
and engaged in providing good working environment to motivate people to work efficient in
workplace and contribute in higher flexibility of the firm (Wright and McMahan, 2011).
Employment rights act: The company should follow up this particular law in practices in
order to respects all the rights of employee, this law rendered proper to the working staff of
company to sue case against any wrong act by employee in workplace.
Minimum wage act: This legislation defined that Employee of the company should be
provided with the minimum wages as defined by the government.
Equality act: This particulate law ensures that the employee of the company should not
discriminated on the grounds of elements of demographics such as their gender, rage, religion,
culture, colour in workplace and people be provided with equal opportunity.
Working Time Act: To support the worker from the explantation . EU and parliament of
United Kingdom come up with this legislation which claims that there is determined working
time of workers i.e. 48 hours. After this time limit, either company have to pay worker extra
wage or worker can call the company for trial in court.
Health and Safety Act: This act was enacted by parliament of United Kingdom in 1974
according to which if workers are injured at the workplace, company is responsible to provide
them security and expenses of their loss (Loorbach and Rotmans, 2010).
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M4 Evaluate key aspects of employee relations management and employment legislations
Employee relations helps the management to formulate effective decision for the benefit
of organisation as well as also helps in identifying and removing conflicts that may arise between
the employees and should provide motivation to them. Certain Employment legislation such as
equality, health and safety that need to followed by company that will help the company to gain
healthy environment.
M5 Provide a rationale for the applications of specific HRM practices
An organisation should need to apply HRM practices such as implementing training and
development programs which enhance the skills and efficiency of employees with the help of
which they can produce quality products and helps in building brand image as well attain loyal
customers so that an organisation can effectively achieve their organisational goals.
TASK 4
P7. Application HRM practices
The HR personal should be responsible in hiring right candidate with required skill set in
order to contribute in higher profitability of the firm. HR manager should actively involve in
developing appropriate Jib specification and description while attracting any of the candidate for
the application. So, the job description for the sales manager profile is discussed as below.
Job specification
Details of job
Job title: Nurse
Associated Department: Operational department
Purpose of job
 Contribute in attaining efficient care of patient.
 To encourage the sufferer to recover faster from their illness
Duties and responsibilities
 Defined performance targets and goals of increasing effectiveness of services delivery
in hospital premises.
 Act as per the needs of patient and sufferers in workplace (Meredith Belbin, 2011).
 Appraise the skill and competencies of nurse representatives of firm.
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Description of Curriculum Vitae of Applicant
Personal Information:
Name: ABC
Mobile no. XXXXXXXXXX
Email ID: [e-mail]
Academic Qualification:
MSc
(Specialisation: Nurse)
University of London 87.80%
BSc University of London 77.00%
Higher education in
commerce
Cambridge school 70.00%
Secondary education Cambridge school 91.00%
Personal qualification:
 I am good in communication skill.
 Good in care taking of patient.
 Motivated and passionate towards work Posses good interpersonal skills (Oechsler, 2011).
Personal details:
Father name: XY
Mother name: DG
Date of birth: 26th September 1994
Achievement: 1st runner-up in national level football competition.
1st position in debate
Preparation of interview: The HR manager of the hospitality industry should be
responsive in developing a appropriate plan for selecting right candidate for the Job position. The
HR should be responsive in developing various actions plans accurately are as follows:
 The manager should involve closed and open ended question to evaluate candidate on
various job requirements.
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