Human Resource Management Report

This report analyzes Zara's human resource management practices, covering the purpose and scope of HRM, key elements like workforce planning, recruitment, training, performance management, and reward systems. It also explores employee relations, employment legislation, and the impact of technology on HR processes. The report concludes with a discussion on the effectiveness of Zara's HR practices in meeting business objectives.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1. The purpose of the HR function and the key roles and responsibilities of the HR function. .1
2.The approach to workforce planning, recruitment and selection, development and training,
performance management and reward systems...........................................................................2
3. Case study examples to examine the different methods used in HR practices]......................4
4. Effectiveness of employee relations and employee engagement, with mention of the
flexible organisation and flexible working practices..................................................................5
5. Key aspects of employment legislation...................................................................................6
6.Evaluation of employee relations and employment legislation inform decision making and
meets business objectives............................................................................................................7
TASK 2............................................................................................................................................8
7. The application of HRM practices in work related context....................................................8
8.Evaluation of the use of technology, online resources, digital platforms and social
networking on improving the recruitment and selection process..............................................11
CONCLUSION..............................................................................................................................12
REFERENCES .............................................................................................................................13
INTRODUCTION
Human resource management is the strategic approach to the effective management of
employees within an organisation. In an organisation, it can be a process of managing employees

in a company and it can involve hiring, selecting, training, motivating employees. This
assignment based on ZARA, it is a Spanish fast fashion retailer which is founded in 1975 by
Amancio Ortega and Rosalia Mera. It deals in clothing and apparel sector and operate its
business internationally. In this report discussed about the purpose and scope of HRM and the
effectiveness of the key elements of HRM in context of an organisation. Employment legislation
and the evolution of employee relation & employment legislation are defined. The application of
HRM practices and the use of technology, online resources, social networking sites on improving
the recruitment and selection process are explained (Alfes, Truss and Soane, 2013).
TASK 1
1. The purpose of the HR function and the key roles and responsibilities of the HR function
HR functions and their purpose
There are various functions of a HR within in an organisation, the functions and their
purpose are as following:
Training and development- It is the main and important function of a HR within a
company and essential for the employees. In Zara, it is the attempt for improving the current and
future performance of an employee by increasing the ability of an employee through improving
or enhancing their skills or knowledge in the particular subject. For improving or increasing the
knowledge of the employees HR organise training and development sessions or programs. The
main purpose of this function is to organise and facilitate learning and development or make
improvement in the knowledge and skills of the new and existing employees. The roles and
responsibility of this function is to make improvement in the skills and knowledge of the
employees or employer.
Hiring and recruiting- It is a process of choosing, selecting and screening potential and
qualified candidates and it is one of the primary function of an organisation. In Zara, the
company organise this process and select skilled an knowledgable candidate. The main purpose
of this function is to attract the qualified candidates or applicants so that the company can take
new talent and knowledge inside the organisation (Armstrong and Taylor, 2014). Skilled and
talented candidates help the company to achieve its objectives and enhance the profit and
productivity of the firm. The key roles and responsibilities of this function is to provide a
talented or qualified candidate to the company that help in the growth of the firm.

Significance that HR plays in acquiring talent to meet business objectives
In Zara, the HR manger of the company play a significant role in talent acquisition
because they knowledge about the mission, vision, objectives and aims of the company (Bratton
and Gold, 2017). They make plan and design strategies according them so that the employees of
the company work according them and easily achieve the business objectives of the company.
When they organise hiring and recruiting process, they hire skilled employees so that they can
help them to meet business objectives. They provide training to them so that the employees can
make improvement in their existing skills and learn new things which will help them in
achieving their business aims.
2.The approach to workforce planning, recruitment and selection, development and training,
performance management and reward systems
Workforce planning
It is a continual process that is used to align the priorities and needs of the organisation to
ensure that it can meet its regulatory, service and production requirements and organisational
objectives. In Zara, it can be a strategy that can be used by the employers of the company to
anticipate labour needs and deploy workers most effectively and usually with advanced Human
resources technology.
Recruitment and selection
Recruitment- It is a positive process that organised by an organisation for searching
prospective employees and stimulating them ton apply for the jobs in the company. In Zara, it
can be a process of attracting, choosing, short-listing and appointing suitable applicants for the
vacant position. There are two types of this process; internal and external recruitment.
Internal recruitment is the process of filling the vacant position within the organisation
through its existing workforce. For this kind of recruitment companies use some methods such as
employee referral, promotion, transfer and others (Buller and McEvoy, 2012).
Strengths Weaknesses
 In this process, there no risk to leak
information about the strategies and
policies of the company.
 It is cost and time saving process
 In this kind of recruitment, there are
limited choice with the company to
chose right candidate for the vacant
posts.

because employees are already familiar
with the organisation's rules and
regulation so there are no need to
organise orientation or training
program.
 No new talent and ideas enter or
introduces within the organisation.
IN Zara, external recruitment is the process of filling the vacant positions and posts of the
company by the employees excluding the existing ones (Campbell, Coff and Kryscynski, 2012).
For this company use various method to hire the employees such as social media, newspaper,
private employment agencies, educational institutes etc.
Strengths Weaknesses
 This kind of recruitment creates a pool
of eligible candidates and qualified
ones can be choose easily.
 It is beneficial for the company because
new talent enter within the
organisation.
 It consume more cost and time because
it is a long process and to hire the
employees the organisation provide
notification by advertisement through
social media, newspaper etc.
 High chances of wrong selection.
Selection- It is the process of evaluating and interviewing applicants for the specific jobs
or posts and selecting a candidate fro employment based on certain criteria. In Zara, it can be a
process of choosing the suitable candidates fro the vacant position in the organisation.
Strengths Weaknesses

 Correct information can be get by the
candidates because this process use
important methods such as interview
and others.
 Company can get find skilled
candidates because there are number of
applicants and ease to comparison.
 Personal detail can fall in to wrong
hand (Daley, 2012).
 It is time and cost consuming process
because in this process organisations
use various methods such as interviews,
aptitude tests, ability tests and others
for choosing the right candidates.
Development and training
It is a strategy and subsystem of an organisation that is emphasize on the improvement of
the performance of employees and employers. In Zara, it is process that is organised by the
company for improving or increasing the skills and knowledge of new and existing employees
that they can help the company in achieving its organisational objectives (Dries, 2013).
Performance management
In Zara, it is the process of creating a work environment in which employees of the
company perform best with their abilities. It can be process of analysing the performance of the
employees and ensure that the goals and objectives of the firm being met in an effective or
efficient manner. There are various approaches of performance management such as
comparative, attribute, behavioural, result and quality approach.
Results Approach- This approach mainly focuses on the product outcome of one's effort.
In Zara, it based on the results of the product in which an employees put their efforts. It seeks to
find out and evaluate that what has been accomplished by an employee subject to appraisal.
Reward systems
It refers to those programs that are set up by a company to rewarded the employees on the
basis of their performance to motivate them. In Zara, rewards are positive outcomes that are
earned as a result of an employee's performance. The company use different types of rewards
such as compensation, benefits, extra vacations, providing extra training program, gifts,
increment in salary etc. there are various approaches of reward systems such as equity,
consistency, transparency, justice and impartiality etc.
3. Case study examples to examine the different methods used in HR practices]
Case study example

In Zara, there are a problem of employees motivation that is faced by the organisation
and cause of it employees are not doing their work properly or not achieving their target in given
period of time. This generate negative impact on the business growth, sales, employee turnover,
productivity and economic condition of the company. Zara has a strong brand image and
reputation in the market so all these factor affect its brand image or reputation negatively
(Jackson, Schuler and Jiang, 2014). The management department of the company identify some
reasons of this problem like, in the organisation, training & development or motivation &
learning sessions are not organised by the company. The organisation not make or plan any trip
so employees not feel good (Jiang, Lepak and Baer, 2012). For solving all these issues and
problems, Zara can used different methods of HR practices, they are as following:
 The organisation can decide to organise motivational & learning sessions so that
employees can feel motivate and learn new thing which help them in achieving their
organisational objectives.
 The management department of the company can rewarded the employees according
their work performance which increase the motivation level of the employees and they do
their work with al their efforts.
 By planning any trip for the employees so that employees can enjoy and get refreshment.
4. Effectiveness of employee relations and employee engagement, with mention of the flexible
organisation and flexible working practices
Employee relations
It refers to the relationship shared among the employees in an organisation where
employees must be comfortable with each other for a healthy environment at work. In Zara,
employee relations refers to a company's efforts to mange the relationship between employee and
employer. If the organisation have good relation with its employees and employers, it provides
fair and consistent treatment to all employees so that they can do their work properly and
committed with their jobs or show loyalty towards the company. There are various approaches of
employee and employer relations such as psychological, sociological, human relation, Giri and
Gandhian approach.
Human relation approach-Each industry consists of living human beings who want
freedom of thought and expression and control over their lives. In context of Zara, employees

wants security and healthy environment at workplace and when the employers treat workers as
inanimate objects and encroach upon their interest and desires and conflicts and issues arise.
Effectiveness of employees relation show the positive and good bond between the
employees and employer of an organisation. In Zara, if the employees an employer have good
communication with each other, it create positive impact on the organisation and provide create
flexibility in the organisation and working practices (Pfeffer, 2014). If they communicate with
each other, they will share their views and ideas and participate in the decision making process
and provide flexibility in the work of employees and make effective employee relations. For
example, if any employees are not capable to come to office the company can provide them
flexibility in their work that they can do their work in following manner such as part time and
work from home. This will not create load and burden of extra work and maintain the flexibility
of the organisation and working practices (Purce, 2014).
Employee engagement
It is a workplace approach which is designed to ensure that employees are committed to
their organisational objectives, aims, goals and values which encouraged them to contribute in
organisational success. In Zara, employee engagement is important for better productivity and
increasing the profit of the company.
Employer choice
Basically employer choice are related to employer that provide or generate a fantastic
work environment that attracts and retain superior employees. In Zara, it can be a term that can
be used to indicate that the organisation has extraordinary work environment.
If the employees of the company, make interaction and communication with the
employer, they can share their ideas and views. If their ideas are good and relevant for the
company, they can use them and with the help of right tools, strategies and techniques the
management department of the company can implement them. It show the effectiveness of
employee engagement and create flexibility in organisation and working practices.
5. Key aspects of employment legislation
Employment legislation
It is the law that governs employment within the workplace with everyone who work. It
provide protection to both employees and employer in the hiring process, dis missal processes

and providing health and fair workplace to them so that they can do they work without facing
hurdles. There are various key aspects of employment legislation, they are as following:
The Employment Rights Act, 1999- It is an Act of Parliament of the UK and developed
by UK government to provide the employment rights to employees. The government provide
various rights such as entitlement to an itemised pay statement, protection from unfair dismissal
at work and others (Renwick, Redman and Maguire, 2013).
The Equal Pay Act, 1970- This law is founded by the UK government to provide
protection from differentiation of payment. Various organisation pay more salary yo male
employees and less to female while they are working as a same post. For removing this
discrimination, government developed this law. Zara follow it and provide equal pay to male or
female employees that are working at a same position and post.
The Disability Discrimination Act, 1995- This act developed by the UK government to
those who are disable and working. In more companies, the organisation did not provide equal
rights to them cause their disability. This law is developed by the government so that disable
employees can get all those benefits which are getting by the normal people who are working at
same post such as rewards, compensation, promotion and others (Snell, Morris and Bohlander,
2015).
6.Evaluation of employee relations and employment legislation inform decision making and
meets business objectives
Employees relations refers to an organisations efforts to manage relationship between
employees and employers. In Zara, it can be a process of handling complaints, helping
employees and solving problems or conflicts. It create positive impact on the organisation, if the
employees an d employer of the company have good employees relation. For example, in Zara, if
the employees and employers of the firm interact and communicate with each other, they can
share their views and remove the conflicts that are arise within the company cause of lack of
employee engagement or lack of communication. With help of open communication, they can
share their ideas and participate in decision making process that affect positively to the
organisation and meet business objectives.
Employment legislation are laws and acts that are formed by the government to provide
the employment rights to the employees and employers within the organisation. Zara follow all
the acts of employment to provide fair and healthy environment to employees. It follow equality

act and pay equal salary to its all employees who are working on same designation or posts while
they are male, female or disable. This create positive impact and make effective employee
relation because the employees can share their problems with their superior and positively affect
the decision making. If any organisation operate its business by following all the laws of
employment, it positively affect the decision making of the company and help in meet business
objectives (Stahl and et. al., 2012).
TASK 2
7. The application of HRM practices in work related context
Job description for HR Manager
HR Manager
Report To: The HR Manager will be report to General Manger.
Job Overview: The organisation looking for a HR manger who developed policy and directs
and coordinates human resources activities such as employment, labour relations, training and
employee services by performing their responsibilities.
HR Manager Responsibilities:
 Manage the recruitment and selection process.
 Design, develop and implement HR strategies for the proper running of the company.
 Conducting orientation and employee relation counselling fro the new employees.
 Analysing, developing and updating the company's salary budget.
Qualifications:
 Bachelor's degree in human resource management or related field.
 Master's degree in human resource management from a recognized university.
Experience
 1 year experience in human resources or related field.
 6 months experience in conflict resolution and workplace investigation.
 1 year experience of HR manager and have knowledge about health and safety law.
Specific skills
 Having good communication skill, leadership skill and motivational skills.
 Ability to give presentation and maintain positive employees relation within the company.
 Knowledge about Microsoft applications including Word, Excel and outlook etc.

Personal specification for HR manager
Essential Desirable
Skill  It is necessary to have good
communication skill in
both oral and written.
 Having good motivation,
leadership and team
management skills.
There are need to have IT skill,
decision making and presentation
skill etc.
Knowledge  Bachelor's degree in human
resources management or
related field.
 Master's degree in human
resource management from
recognized university.
Committed to continuous
education through conferences,
Worksops and seminars.
Experience  1 year experience in the
administration of benefits
and compensation program.
 1 year experience as a HR
executive in a reputed
organisation.
1 year experience as a HR
manager in related field.
Attitude Confident and polite. Good listener.
Interview Questions HR manager
 What is the most challenging aspect of HR?
 Which HR technology tools do you prefer?
 What is most effective approach to resolving an employee conflicts?
 How do you deal with unethical situation?

 What is your management style?
Job offer letter for HR manager
From:
HR Manager
To: Mr. Alva Edison
HR Manager (Regional office)
213 S. Fairfax RTX
Chicago, CV 3452636
To: Mr. Advert Smith
Date: February 16, 2019
Dear Mr. Advert,
We are pleased to confirm that you have been selected to work with SBC systems Ltd. As a HR
manager position.
Job duties- are to:
 Maintain the work structure by updating job requirements and job descriptions for all
positions.
 Maintains management guidance by preparing, updating and recommanding human
resource policies and procedures.
 Maintains human resource staff by recruiting, selecting and training employees.
Contract Includes:
A) Reporting: General Manager
B) Basic salary: 35000 pounds.
C) Work hours: Your work will start from 09:30 AM to 06:00 PM.
D) Vacations: Your vacation is 2 days in a week.
E) Compensations and benefits: Your compensation are transportation, health care and
insurance.
Sincerely
Alva Edison

CV for HR manager
Alva Edison
743, Los Angeles, UK
Email id: [e-mail]
Professional summery
Seeking to join a manufacturing company and share my expertise in Human Resource
Management such as recruiting, selecting, staffing, development and training fro the benefits of
the organisation.
Skills
 To have good communication skill in both oral and written.
 Strong knowledge in Human Resource activities.
 Motivational, leadership and team management skills.
Educational background
 Bachelor' degree in human resources management or related field.
 Master's degree in human resource management from recognized university.
Work experience
 1 year experience in the administration of benefits and compensation program.
 1 year experience as a HR executive in a reputed organisation.
Personal details
Date of birth: 22 March, 1992
Language known: English
8.Evaluation of the use of technology, online resources, digital platforms and social networking
on improving the recruitment and selection process
Online resources, technology, digital platform and social networking play an important
role for improving the recruitment and hiring process. In Zara, these platform provide various
sources to conduct or organise recruitment and selection process. These all source are beneficial
for the company because they save time and cost of the organisation that invested by the
company to organise hiring and selection process. For example, the organisation can provide
notification related to vacant position by using social networking suites, digital platform or
through online resources. If any candidate are not able to come to interview, the HR manger of
the company can take the interview through telephone or by using social media such as Skype

etc. Technology, online resources, digital platforms and social networking help the organisati9on
to make easy the recruitment and selection process and provide more skilled candidates or
applicants for compression and choose skilled employees for the vacant position. LinkedIn,
Facebook, Instagram, Twitter are some social site, with the use of them company can make
improvement in its recruitment process (Wright, 2018).
CONCLUSION
In this report, it has been concluded about about the purpose of the HR functions and the
key roles and responsibilities of the HR functions. Significance of HR are also maintained that
plays in acquiring t6alent to meet business objectives. The approaches to workforce planning,
recruitment and selection, training and development, performance management and reward
systems are defined. Effectiveness of employees relation and employee engagement are defined
with the flexible organisation and flexible working practices. Various key aspects of employment
legislation are explained. Different application of HRM practices are described with the specific
example. Evaluation of the use of technology, online resources, social media and digital platform
are explained on improving the recruitment and selection process.

REFERENCES
Books & Journals
Alfes, K., Shantz, A. D., Truss, C. and Soane, E. C., 2013. The link between perceived human
resource management practices, engagement and employee behaviour: a moderated
mediation model. The international journal of human resource management. 24(2).
pp.330-351.
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.
Buller, P. F. and McEvoy, G. M., 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review. 22(1). pp.43-56.
Campbell, B. A., Coff, R. and Kryscynski, D., 2012. Rethinking sustained competitive advantage
from human capital. Academy of Management Review. 37(3). pp.376-395.
Daley, D. M., 2012. Strategic human resources management. Public Personnel Management,
pp.120-125.