Human Resource Management Planning and Strategy

This solved assignment delves into the critical aspects of Human Resource Management (HRM) focusing on planning and strategy. It explores how HRM practices align with organizational goals to achieve desired outcomes. The assignment examines various HRM functions like talent acquisition, training and development, performance management, and compensation. It also analyzes the impact of external factors such as technological advancements and global trends on HRM strategies.

HRM

Table of Contents
INTRODUCTION...........................................................................................................................1
P1 Purpose and scope of the human resource management in terms of resourcing an
organisations with talent and skill appropriate to fulfil business objectives..........................1
P.2 Strengthen and weaknesses of various approaches of recruitment and selection used by
H&M.......................................................................................................................................3
P.3 Benefits of different HRM practices within H&M for both employer and employees....5
P.4 Evaluation of various practices of HRM in terms of raising H&M'S profits and
productivity.............................................................................................................................7
P5 Importance of employees relation in H&M with respect to influencing HRM decision
making....................................................................................................................................8
P.6 Key element of the employment legislation and the impact it had upon HRM decision
making....................................................................................................................................9
P.7 Application of human resource practice in a work related context................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management play an important role in the H&M. The diverse capacity
of the HRM will pertinent to the workforce arranging and it will help in the resourcing of the
associations. The reason for the human asset administration is to boost the execution of the
em,employees in the associations. To enlistment and determination have diverse methodologies
which will be concentrates on the association to improve the efficiency. This methodologies
have the quality and shortcoming which has some real difficulties for the association also for the
administration. Additionally some are the human asset approach will offer advantages to the
business also the representative. In the event that the assessment has been made for the human
practice it will coordinate effect on the efficiency of the association and the benefits will be
increment because of the additional endeavours produced using the representatives. once in a
while the worker connection will likewise impact the choice of the administration which will get
befuddling circumstance the association. Work enactment will likewise consider for the human
asset administration basic leadership process other insightful it will be immediate effect on the
representatives. H&M has the better human asset work on with respect to the working conditions
which is most vital viewpoint for the representatives.
P1 Purpose and scope of the human resource management in terms of resourcing an
organisations with talent and skill appropriate to fulfil business objectives.
For every organisation human resource management is the key division to bring the
manpower into right place at correct time to achieve the business objectives. But the main
purpose of HRM in terms of resourcing an organisation with talent and skill with the various
function such as follows:
 Recruitment: it is the main function of the human resource management in term of
resourcing. Scrutinize the appropriate candidate to perform different roles and
responsibilities in a effective manner. It will help to fill the vacant position in the
organisation to achieve the business objectives(Purce, 2014 ). In Hannes & Mauritz
required the suitable human resource to manage the workforce with the systematic
recruitment process which will help to form a standard in better way. From job posting,
select the candidates, select the applicant, arrange interview and hire for employment.
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The main aim of recruitment is the hire the best workforce for the organisation and give
all the possible resource to achieve firms objectives.
 Training and development: Training will arrange for the candidate to the mug up with
firms culture and system of task performing in a different style as well with the
consideration of firm rules and regulation. The aim of training is to engage the employee
in organisation to perform the roles given to them by utilising skills to achieve the set
objectives. Training will required to the employee who are not able to execute the
allocate work(Cardon and Stevens, 2004). Development will help to changes the overall
personality with the effective attitude and behaviour.
Therefore human resource have wide scope in the organisation to carry out the resourcing and
manage talent with the required skill and attitude. The scope of HRM will be as follows:
 HRM in personnel management: For the overall development of the employees human
resource play an important roles in the organisation(Sirmon, Hitt and Ireland, 2007).
They will focus on the recruitment, selection, promotion, transfer, lay off and
retrenchment. It is also help to measure the performance of employees with the
application of appraisal system and developing skills to contribution in the achieving
business objectives.
 HRM in Employees welfare: It is another scope of the human resource management
which deals to build the employees relation and their welfare. They provide safety and
various facilities such as medical, security and welfare funds which are important for the
employees. It is the duties of the human resource management to give all these facilities
and make the working environment in better condition. In firm workforce diversity
where the male and female are working together an their culture and values are also not
same for such organization human resource have to carried out all the thing before
implementing any policies
 HRM in Industrial relation: This can be another scope of the human resource in which
high interaction with employee required for better relation (McMichael, 2011). As the
humans resource manager will listen their problems and give effective solution to
motivate employees in the organisations.
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Thus, scope of the human resource is broad which required the various issues to understand to
achieve the business objectives.
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Illustration 1: Human Resource Management
Source: open.lib.umn.edu

P.2 Strengthen and weaknesses of various approaches of recruitment and selection used by
H&M.
H&M have adopted the different approach for filling the vacancy for various roles and
responsibilities. There are two types of approach that HM such as follows
Internal recruitment: To hire the employees from organisation which can meet firm s
requirement. The employee who have potential to manage the higher position which required
trust in such situation human resource management of HM choose the internal recruitment where
they promote the existing employees by giving more responsibility. Also the size of the firm is
large where requirement of the organisation can be fulfilled with the help of internal recruitment.
But sometime company is not able to find the potential for the vacancy they what to fill with the
existing employees may affect the other employees performance. As the internal recruitment
have various strength and weakness such as follows:
Strength:
 Time and cost can be save with the internal recruitment (Finegold and Frenkel, 2006).
The cost which will be occurred in the advertisement and other process that will be saved
by adopting hiring existing employees within organisations.
 Loyal and trustworthy employees will easily get from the organisation which will help to
keep various secret.
Weakness:
 limited applicant get from the organisation to meet the expectation because of low
potential candidate available within existing employees.
 New recruitment required to fill the old vacancy which can be issues for the
organisations.
External recruitment: This are approach in which the organisation hire candidate from
outside such as educational institution, consultancy, walk in interview at other place. As the
external recruitment will help to bring the potential skill and cost efficient candidates from the
effective recruitment. There are the various strength and weakness such as follows:
Strength:
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 New idea and innovation will bring in the organisation with the skills and efficient
candidate hiring from the outside.
 High experiencing candidate will get from the external recruitment will help to meet the
firm requirement.
Weaknesses
 Time consuming process is the major weakness where the organisation have to wait for
the best possible candidate as well in lesser salary.
 Higher advertisement ad interview cost required to fulfilled the organisatio0n
requirement.
Selection: It is the process in which organisation will start when they finish the security
of the employees for final process. It required systematic approach to judge the candidate and
know whether they are suitable for the organisation or not. H&M used the effective selection
process which will help to get the potential candidates in the firms. The various aporo9ceg of the
selection used by the H&M such as follows:
Telephonic interview: This can be the first method in which human resource manager will
decide to call the candidates which have attractive CV's. The telephone interview is to judge the
candidate temperament and attitude towards the set of question asks during the call.
Strength:
 Easy rejection can be done if the candidate is no interested for the job.
 Consuming Less Time and cost.
Weakness:
 Candidate can give his fake accent and try to manipulate on the phone.
Personality test: This can be another form H&M use for the selection from the personality test
which will help to judge candidate attitude and behaviour.
Strength:
 To judge the candidate which will help to know whether candidate can be suitable for the
requirement.
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Weakness:
 Outcomes of the test will be changes if the candidate are not I good mood while giving
Test.
Final interview: These are the selection process of the organisation in which they adopt the
panel, face to face interaction between the candidate will help to take effective decision.
Strength:
 True judgement can be made from the panel with the review of other members.
Weaknesses:
 Judgement can be wrong will destroy the working environment of the firms.
P.3 Benefits of different HRM practices within H&M for both employer and employees.
HRM in each and every firm is to get the conceivable results for the business too the
representatives. This practices are to accomplish the association objective. The accompanying
activity which have various benefits to the worker and manager as follows:
 Job analysis: this the fundamental routine with regards to the human asset
administration that they need to investigation the activity in the association and to satisfy
the necessity. To procure right workers for the correct occupations.
Benefits to the employee: As the roles and responsibilities investigation the
representative inspire opportunity to advance or improve open door for them
Benefits to the employer: From the Job examination carry out new workers and the
business will get the best appropriate representatives which will contribute in the hierarchical to
achieve the business objectives.
 Keeping up and the usage of the company: This the additionally the principle rehearse
from the human asset administration in which they need to improve working condition
and use the conceivable asset for the association to accomplish the targets. Advantages to
the representative: if the best possible working condition will be their in the association
than worker will be protected and solid.
Benefits to the employees: use of the asset in the association will influence on the
efficiency and the business get most ideal results.
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 Execution Appraisal: From this training the human asset administration will take give
the criticism to the workers and the execution will be estimated. The examination will be
rely upon the association structure. H&M utilize the 360 degree execution examination.
Advantages to the worker: They will get legitimate input of their over all execution
from the administration that will get fundamental plan to the representative to improver the
execution in the diverse territory.
Advantages to the business: Employer get the fail to meet expectations workers list
which they can caution or advise to support their execution which will convey to improve the
profitability.
 Prizes and Recognition: The execution evaluation the worker will get the prizes and the
acknowledgement to the entertainer representatives and it is finished by the
administration to help the execution and value the representatives to give money related
advantages or the non fiscal advantages.
Advantages to the representatives: From the reward the worker will give more
endeavours on their work and they will get the more remuneration in the event that they get the
money related reward.
Advantages to the business: The prizes and acknowledgement will coordinate effect on
the representatives profitability and the business get best reasonable labour for the generation. \
 Training and Development: As the T&D help be discover the worker frame the
evaluation. The individuals who are not capable performed they can get the instructional
course according to the prerequisite of the representatives and the best possible
advancement will be wear with help of the coach or the uncommon individual from the
outside the association. The primary point of the preparation and advancement is to
enhance the representative execution and build up their identity.
Benefits to the employee: They will get an opportunity to enhance their execution from
the workshops for the trainings.
Benefits to the employer: If the best possible preparing will be given than the business
has alternative for the failed to meet expectations worker to make them successful and time and
cost will be spare to procure new representatives.
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P.4 Evaluation of various practices of HRM in terms of raising H&M'S profits and productivity.
The various practices of HRM which are important to raise the firm profits and productivity
such as follows:
 Reward and recognition: This are the practices which are important to boost the
employee performance and increase the revenue for the organisations. If any employee
make the efforts to raise the firm performance for that human resource manager give
rewards and recognition for their achievement.
Types of Rewards: There are the various rewards system which will help to bring the effective
outcomes for the organisations such as follows:
Variable Pay: This are the methods of compensation to give variable pay to the employees.
These are the best possible to bring the effective performance in the organisation(Engle, Festing
and Dowling, 2008). It can take the various system of variable pay such as stock option and
single time award for the important achievement made in the organisations.
Profit sharing: This can be another types of reward system in which will help to bring boost the
employees perfo0rmace. As the organisation will share the profits to the employee for more
better performance can be made which which lead to increase the firm turnover.
 For the Group based performance can be increase from the recognition. It will help to
make the extra efforts form the other employees and contribution from the related issues.
 Performance measurement: H&M have the various approach of the performance
management will help to measure the employees performance. 360 degree appraisal
system will be applied by human resource management.
The above are the human resource practices which will help to evaluate the firm profits and
productivity of the organisations. Form the better compensation management and regular
employee performance measurement will help to boost firms performance as well employees.
From the performance measurement in the organisation it will help to save the cost in terms of
employee who are not able to give best in the organisations will help to boost their performance
to keep contributing in the firms which can determine the firms profits and productivity.
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P5 Importance of employees relation in H&M with respect to influencing HRM decision
making.
HRM have key obligation to keep up the representatives relations. Since boss are the
cooperative attitude in the firm. Yet, in some cases the Human asset chief needs to take ruling
against the representatives which will impact on the worker relations. In any case, have diverse
HR hones which cannot settle on much effect on their choice and the worker relationship won't
be get influenced.
 The profitability may influence: If any choice has been taking against the
representatives as far as lead and direction which may influence the efficiency of the
workers (Sparrow, Brewster and Chung,2016). The association with the HR may have
opportunity to give some adaptability in the work and that may prompt influence the
basic leadership of the HR. Since HR needs to see every one of the sides for their choice
execution however toward the end the workers are the objective. Worker can go on the
strike additionally if any choice has been not return. The more the choice are the
inflexible the representative connection dependably may influence.
 Prizes and acknowledgement: This is the most ideal approach to make worker relations
in which cannot be impact the choice of the Human Resource. Since the prizes can be
given in people in general and it will rely upon the execution of the representatives. yet,
in the event that the reward has been given the failed to meet expectations worker and
than it will be restricted from the representatives the individuals who are not ready to get
any prizes. This may impact the choice and the administration needs to take such choice
painstakingly. On other hand the acknowledgement will bring perplexity among the
workers and the human resource must be things before giving any acknowledgement to
the representatives.
 Changes in the approaches: if any arrangements has been change in the association in
setting of the workers than it will be immediate effect on the choices of the
administration(Armstrong, 2016). The inflexible strategies will bring the workers more
pressure and the connection with the representatives will likewise influence with such
choices. So human asset isn't for settling on unbending choices they need to think for the
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representatives. The connection is the most critical perspective shape the HR on the
grounds that if the representative are not fulfilled than HR choices will be impact.
 Choices identified with the protection: The HR is fundamentally need to settle on more
security choice which may impact the firms with the workers. since the representative
need to know each and everything from the administration. The best possible
correspondence will acquire change the representative relations. Be that as it may, some
are the choice must be agreeable to the firm and which may influence to the
representatives(Cornelius, 2012). As in the event that worker will get private holding
and identified with the benefits and other speculation choice that may influence to the
association and administration needs to pay tremendous misfortune, However the choice
have been with the private. On the off chance that once the choice has been unveiled
than it will affect on the workers execution and the company profitability.
P.6 Key element of the employment legislation and the impact it had upon HRM decision
making.
Every single association need to considered the different laws for the work which are
imperative to considered the representatives well-being to meet the association destinations and
set the better picture of H&M. There are different key components of the work enactment
comprise, for example, takes after:
 Equality: For the balance in the work enactment considered, for example, Equal
business opportunity commission which comprise to give parallel in the association to
every last worker regarding rise to pay for the wages and pay to the representative given
with the thought of this law(Hassan and Hashim 2016). It is vital for the association to
treat the representative balance and not segregation based on sexual orientation and
shading. In H&M male and female must be dealt with effectively and they are at risk to
get equivalent pursued and compensations.
 Data Protection: The GDP control is for the representatives which is imperative to take
after. As this enactment have the different standards contains representatives individual
information must be prepared plainly and legitimately. The information must be summed
up for the particular and lawful reason(Knowles, Holton and Swanson, 2014.). Every one
of the information will be unique and pertinent which does not contain any intemperate.
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According to the demonstration it is imperative for all the specialist to convey every
single data cryptic in the associations. The information ensures act will considered for
gathering wellspring of different data of workers, for example, distinguish any criminal
or private utilization of messages, web and so on.
 Health and safety: The enactment made for the worker well-being, for example, Health
and safety Act 1974 to lawful insurance of the representatives at work act will be
dependable to observed the representatives' improvement in the firms. Company need to
orchestrate the defensive gear to anticipate representatives in unsafe circumstances. As
the business have specific obligation with the thought of act. It is must be protected
workplace. Boss need to give trainings and administered to mindful about the different
hardware and gear utilized deliberately in the company.
The above key element of the human resource will be impact of their decision making as
they are he important part in the employee as well organisation. If the human resource will not
consider these legislation it may affect on the organisation goodwill ad the employee will be feel
cheated with such practices(Armstrong, M. and Taylor, S., 2014). If the employee safety will not
be considered than it can be big issues in terms of their health and working environment will be
affected. The equal wages is not considerer than it is possible that human resource have to deal
with the employees and their demand will be high in terms of wages and salary.
P.7 Application of human resource practice in a work related context.
In every organisation the various roles and responsibility have to perform in the different
division. Job specification for the HR Assistant role.
Position: HR Assistant
Division: Human resource management
Roles and Responsibility
 To handling the recruitment and selection process of organisations.
 He or she will be responsible to conduct the induction for the new join employees.
 To make the MIS of the employees on daily basis ad track the employees attendance.
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Education: MBA in humans resource management from the recognised university or PG diploma
in the HRM.
Application of the human resource practices in the H&M such as follows:
 Training and development: It is the important practices where the organisation focus
on the employees performance with the proper training and development in terms of new
updated system which can be used in the organisation(Saundry, R., Latreille 2016). The
overall development of the employee will depend on the human resource practices. It is
important to bring the effective performance with the help training and development. For
example H&M focus on the employee training and development from the analysis of
training requirement by the employees in the filed of employees interest and firms.
 Performance Management: These can be another practice of the human resource
management where employees performance will be measure by the effective methods use
such as 360 degree performance and customer feedback for the employees interaction
with every cust0ome to solve their query. From the 360 degree appraisal system it will
help to overall measurement from the colleagues, supervisor ad head of department will
be the key person(Dowlin., Festing and Engle, 2018). It is important for the organisation
to focus on the overall productivity of the employees. For example if any employee is
not above to give their feedback than the overall feedback will be considered in the
organisation to measure the employees performance. After the effective feedback taking
from the all the employees and their head of division will be measured.
Framing the effective polices for the organisation which will help to improver the
employee performance and the aim consideration of all the rules and regulation in the
organisation. The various tools and techniques can be used for the employees performance boost
such required and recognition will given on the basis of effective contribution made by the
worker in the organisation for the increase overall productivity and profit will be maximise wit
the help of high measurement scale of the employees from the humans resource management
practices.
CONCLUSION
From the report human resource management it is inferred it is an charge of the
coordination among the representatives in the associations. In H&M the workers don't have
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coordination and appropriate correspondence. Inside and outer enlistment will discover in the
new workers which will result to spare the cost and in addition the time from this procedure. The
key capacity of then human asset is to keep up association with the representative. Execution
examination will get the failed to meet expectations worker before the administration .Reward
and acknowledgement is the imperative part of the association which will prompt lift the
execution of the representatives and this will likewise benefits for the business. Advancement of
the representative will convey to change in the hierarchical execution. Preparing will likewise
have effect on the execution of the workers and that will enhance the efficiency which
additionally bring the benefits for the association. Some are the business enactment, for example,
well-being of the representatives in which all security related issues has been consider when the
choice has been making with respect to the human asset rehearses. At some point It is vital for
each human asset administration that their choice won't be unveiled to any representative which
expedite unfavourable impact the association. Likewise some routine with regards to the human
asset must be with regards to work which must be sheltered and solid condition.
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REFERENCES
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McMichael, P., 2011. Development and social change: A global perspective. Sage Publications.
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Saundry, R., Latreille 2016. Reframing Resolution: Innovation and Change in the Management
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Online
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