HRM Practices and Recruitment Process

The provided text describes the recruitment process of a company, where a personal interview is conducted with applicants to select the best candidate. The new employee receives training and induction about the organization, its mission, vision, goals, and objectives. This document emphasizes the significance of HRM practices in ensuring effective employee management.

Human resource management

Table of Contents
Introduction................................................................................................................................4
Task 1.........................................................................................................................................5
Purpose and functions of HRM, applicable to workforce planning and resourcing in H&M
Inc. (P1, M1)..............................................................................................................................5
The strength and weakness of different approaches of recruitment and selection used by
H&M (P2, M2, D1)....................................................................................................................6
Benefits of different HRM practices within H&M for both the employer and employee (P3,
M3).............................................................................................................................................8
The effectiveness of different HRM practices regarding raising H&M’s profit and
productivity (P4, D2)............................................................................................................11
Task 2:......................................................................................................................................13
P5: Analyse the importance of employee relations concerning influencing HRM decision
making for the chosen organisation and P6. Identify the key elements of employment
legislation and the impact it has on HRM decision making for the chosen organisation:.......13
Employee relations and its importance (P5)........................................................................13
Employee legislation elements and their impact on making decisions (P6)........................13
P7-Illustrate the application of HRM practices in a work-related context, using specific
examples from the chosen organisation...................................................................................14
Reference..................................................................................................................................23

Introduction
At the present time the role of human resource management is extremely important within
an organization or company. The human resource manager is responsible for every work
within the company. Its responsibility is to recruit the new resources and plan any project
work related to them. In short, the main role of HRM is to build a good relationship
between employees and motivate them to work efficiently. So HRM is the mode of
communication between stakeholder and employees. HRM has the detail project detail,
and if any conflict is raised then the HRM must resolve the conflict. In the hole, we finally
understand the different strength and weakness of the different process of recruitment and
selection process. And different functions and purpose of HRM on the workforce planning
and resourcing.

Task 1
Purpose and functions of HRM, applicable to workforce planning and resourcing in
H&M Inc. (P1, M1)
The Purpose of HRM
Human resource management is the main part and essential for the development of any
organization or company and managing the different kind of employees within
organizations. In H&M the main function of HRM to maximize the workforce efficiently
and provide the maximum efficiency to the company. The fundamental purpose of HRM
in H&M is to retain the best people for work in the best place, and its main function is to
acquiring training, and development of new talent of work. The basic function of the HRM
in H&M is to coordinate with different people for the different objective of work within
the organization. To improve internal functionality the role of HRM is important to use
their best resources of people for the best process and good use the technology. In H&M
the role of HRM is focusing on the enhancement of the performance of the different
employees within the organization and achieving the great level of performance within the
organization (Armstrong and Taylor, 2014). Apart from different workforce and planning
of their resources, there is another different kind of the purpose of HRM within the H&M
for the better outcome of the company. In H&M the main role of the HRM is to build good
coordination between the mission of the organization and the employees of the
organization to achieve the objective (Bai et al., 2017). Another main purpose of the HRM
is to best practice approach state and focusing and motivating the employees to achieve
the organizational goal on time.
Functions of HRM

In H&M there are many functions of HRM to get the better and quick result for the
organization. The function of HRM is to maintain the job satisfaction within the
employees for the better growth of the company if the employees of the organization are
satisfied with their work salary and job satisfaction then the growth of organization will
automatically occur (Bohlouliet al., 2017). Another main function of the HRM in H&M is
to provide the good training and development programs for the for the new employees and
other old company assets. For the better achievement of the business goal and re-
engineering organization process, the proper training and development of employees are
important. Another function of the HRM is to managing transformation and changes and
important to know the integrating the labour laws and ethics. The HRM must understand
the different companies status and their business plans, and according to that, they work
within the organization (Gunawardena et al., 2015). Apart from all these functions another
main function is to proper development, appreciation of work and maintain the job
satisfaction within the organization and build a good business relationship between the
stakeholder and employees and company, in short, all the main function for the growth of
the company is under HRM work in H&M.
The strength and weakness of different approaches of recruitment and selection used by
H&M (P2, M2, D1)
In H&M the process of recruitment and selection of the new employees done by HRM in
two different approaches and they are an internal process and external process of
recruitment and selection.
Internal process: in internal recruitment and selection by H&M the employees within the
organization get a higher level of the post within the organization by the management and

staffs. There are some strength and weakness of internal process of recruitment and
selection.
Strength: the internal process of recruitment is time-saving process because in the internal
process of selection the management already knows almost everything about the employee
strength and weakness (Long et al., 2014). This process is also very cost efficient as they
don’t need any recruitment agencies, vocational or skill test or even conducting the
interview. Another benefit of the internal process is it is loyal employee base and high
employee retention (Armstrong and Taylor, 2014).
Weakness: few weakness of internal process is it negligence toward the new fresh talent,
and it is a major weakness because when the same employee is working at the higher post,
then company faces a problem of lack of new idea of innovation (Bohlouliet al., 2017).
And another weakness it will remain unexplored new talent and skill.
External recruitment process: in external recruitment process HR managers select some
external and new talent from the market by means of reference of its employees or through
walk-in interviews (Gunawardena et al., 2015). In this process, HR manager select the
suitable candidate for the certain job.
The strength of the external process: the main strength of section through this process is to
provide new job opportunity in the market. As a result new talent explore their talent and
through this process HR can easily acquire the best talent from the pool of new talent.
Through external section process the promotion innovation will improve.
Weakness of external recruitment: the major weakness of external process is it is takes
time in recruitment process and the costly too in the case of urgent hiring sometimes
accidently company takes incompetent people for the job.

Benefits of different HRM practices within H&M for both the employer and employee
(P3, M3)
Various practices of Human Resource Management has advantages for the employees and
the employer. The table below shows the various policies of Human Resource
Management carried out in H&M.
HRM practices Details Employee benefits Employer benefits
Selection and
recruitment
Selection and
recruitment in
H&M take up the
approach of internal
recruitment for
higher management
levels and external
recruitment for
subordinate
employees (Ivy,
2018).
The selection
process and
recruitment of
external and internal
are beneficial
because the
employees get the
scope of
development and
growth. More
highly skilled
employees can be
retained in the
company with the
process of internal
recruitment. The
new talented people
have the
opportunity of
getting practical
experience with the
With the help of
internal recruitment,
the employers have
the benefit of
retaining the
efficient and skilled
employees along
with being cost-
effective. On the
other hand, the
employees get the
scope of innovating
in the company.

help of external
recruitment.
Development,
training and
learning
To attain
continuous growth
and development
along with
maintaining the
efficiency of the
employees involved
in promoting
Human Resource
Management. The
Human Resource
department in H&M
training programs
are conducted
periodically, and the
employees are
updated about new
technologies and
business trends.
This practise
benefits the
employees and the
employer.
The development of
new skills is
brought about by
the employees and
keeping up with the
latest technologies
help them in getting
better scores in a
career in the
company. They are
also updated with
the demand
variations in the job
market.
While the
employees are
trained, the
employers provide
the company with
better work
effectiveness.
Efficient employees
are retained and
trained to help them
get used to the
activities of the
company.
Workplace and job
design
Certain work
culture designing
are involved in this
As the employees
exactly know what
they are supposed to
The employers get
done with the exact
work that their

process along with
specifying the job
roles of the
employees in the
company. The
employees are also
told about what the
company expects
out of the roles
provided to them.
do their job, the
chances of going
wrong are decreased
along with avoiding
misconduct. Any
extra work that is
not required to do is
also avoided.
employees are
supposed to do.
This maintains the
work that the job
demands along with
maintaining the
work culture.
Flexible company To gain functional,
numerical and
structural
flexibility, this
practice of Human
Resource
Management is
involved.
Due to the up
gradation of the
Human Resource
policies as per the
changes of market
demand, the
employees are
benefitted as they
have the scope of
getting higher
salaries and
compensations.
The employer is
benefitted as they
become a preferable
employer of the
employees and thus
get provided with
the best talents.
Reward system and
payment
The payment and
reward system of
the company as a
Human Resource
practice develops
various pay scales
The employees are
not behaved
partially with and
get proper salaries
along with earning
incentives and
The employers are
benefitted as they
do not leave much
bargaining power
and provides
motivation through

that are fixed
according to the
employee grades.
bonuses (Keynes,
2016).
incentives.
Performance
management
Yearly initiatives of
appraisals are
undertaken, and the
employee
performance is
evaluated.
The employees
identify the aspects
where they need to
be improving for
having growth.
The most efficient
employees are
identified as they
evaluate the
performance.
The effectiveness of different HRM practices regarding raising H&M’s profit and
productivity (P4, D2)
The effectiveness of the different HRM practices could be evaluated by the proper
evaluation of the strengths and weaknesses of each of the practices.
1. The organizational success is brought by the learning, development and proper training.
The organizations hold efficient workers who are proficient towards the changing patterns
of the business and are prepared in like manner accordingly H&M holds at a favourable
position.
2. The external and internal recruitment process is cost-effective, time-saving processes
that could deal with making new job opportunities, attaining most qualified employees and
getting high employee retention rate as well. These strengths would be making H&M be
gaining more profit by acquiring highly talented candidates who would be loyal and could
invest in the decision-making process of the company in the process.
3. The flexible working environment for H&M implies that and hierarchical culture which
is adaptable as far as numerical, auxiliary and utilitarian adaptability in which, H&M is

benefitted by turning into an association of representative's decision subsequently they
never neglect to procure the best gifts of the business.
4. Occupation and work environment configuration helps in picking up workforce suitable for
authoritative culture and good to the activity requests. Along these lines, H&M through such
training approaches a vivacious work culture which is imperative for venture execution and
victory.

Task 2:
P5: Analyse the importance of employee relations concerning influencing HRM decision
making for the chosen organisation and P6. Identify the key elements of employment
legislation and the impact it has on HRM decision making for the chosen organisation:
To: H&M Team
Subject: External and internal factors that affect the process of making decisions in Human
Resource Management
Some external and internal factors affect the decision making of Human Resource Department.
The External factors affect the employment legislation, and the internal factors affect the
employment relation.
Employee relations and its importance (P5)
The employee relations make the establishment of informal and formal processes to manage the
employees of the company. It minimizes the conflicts in the business environment of the
company along with avoiding future conflicts. The employee relations help the employees in
being benefitted from the organization and avoiding the employer to neglect the needs and
requirements of the employees and develops proper conditions for employment. There is great
importance in the employee relations while making decisions in Human Resource Management
(Cascio, 2018).
Great and positive treatment helps the people who are associated with the company to carry out
their work and responsibilities effectively to accomplish the objectives. The employees have the
responsibility of executing the activities and plans made by the administration (Kerzner and
Kerzner, 2017). With the help of this, the representatives will derive the capability of providing
important treatment to the customers and get significant inputs relating to this to enhance the
structure of authorities. With the ER initiatives, the company has been able to put out a rational
framework between the company’s administration and the Human Resource Department and

there is no gap between them and can decide and focus on the objectives together.
For an organization the most important factor is to keep focus on the relationship between the
employees and their supervisors because it reflects the overall organizational performance in the
targeted market. Even also, there are several legislations has been mentioned to improve the
employees relation that would be discuss in the next section.
Employee legislation elements and their impact on making decisions (P6)
 Health and Safety Act, 1974: In an organization the basic need of any employees
is safety at workplace and hence it is the responsibility of the organization or the mgt of
the organization to take care of its employees at the workplace and hence Health and
Safety Act has been defined. This act ensures the health and safety of the employees by
the employers in the organization when they are working. If the negligence of the
employer causes accidents in the maintenance of health and safety, they must pay
required penalties to the employees.
 Equality Act, 2010: The management of the organization must be ensure about
this factor that not even a single employee should be discriminate based over any social
or personal factor and hence Equality Act, 2010 has been defined. The employees must
not discriminate by the employer while enumerating the Human Resource policies and
must be treated equally according to their knowledge and skills.
 Sex Discrimination Act, 1975: Discrimination based on the sex one of the major
issue that has been seen in most of the organization and due to which women or girls
don’t feel safe to work in organizations and hence to control the situation Sex
Discrimination Act has been defined. The discrimination according to gender is not
allowed to the employer by this act. Thus, male, female and other genders must be
allowed to work equally.

In case of query, contact through mail at hr@h&m.com
Regards,
Team H&M
For more details click here.
P7-Illustrate the application of HRM practices in a work-related context, using specific
examples from the chosen organisation.
Job Specification
Human resource assistance needs to perform various roles and responsibilities. Individual
skills are very essential for the role of human resource assistance to benefit the
organization. A positive relation is very crucial in the organization between the
employees, and the organization and these activities are managed and performed by the
human resource assistance (Long et al., 2014). The human resource assistance is also
required to understand the necessary skill set needed to perform work. To enhance those
skills various training and development activities are analyzed and performed by the
human resource assistance. The skills required for human resource assistance are
described below:
 To analyze the required skill set of the organization and recruit the best candidates
according to those skill sets.
 Employees work, and performance needs to be monitored and analyzed regularly
to determine the scope of improvement.
 Develop healthy relation between the employees as it is very essential to maintain
the workflow of the organization.

 Benefits and reward are very essential to motivate the employees; any disputes
occurred to compensations must be solved as early as possible.
Friendly and healthy behaviours between the employee are very essential, and human
resource assistance needs to work very hard to maintain these, it will keep the work
environment of the organization healthy and pleasant (McCarthy, 2016).
Below provided are the Curriculum Vitae of the Applicants
Nick Smith
Contact No: +07675387465
Mail Id:[e-mail]
Skype: smith141089
Date of Birth: 14th October 1994
Profile
I am a passionate employee with various skillsets like handling a tough situation with ease, team
handling skills, leadership qualities.
PROFESSIONAL EXPERIENCE
Organization BBC, Liverpool Duration 2016-2917
Designation Sales Staff handling
Organization Greggs, Liverpool Duration 2015-2016
Designation Sales trainee
ACADEMIC PROFILE

Qualification Institute Year
Bachelors of Business
Administration
University of East London 2013-2016
Bachelors of Business and
Computing
University of East London 2011-2013
ACTIVITIES
Skills:
 Knowledge of MS Office (Word, Excel and PowerPoint).
 Knowledge in IBM SPSS
Language known:
 English
 Spanish
 French
 German
Hobbies:
 Biking
 Swimming
 Football

Emily Brown
Contact No: +07767853903
Mail Id:[e-mail] Skype: brown.emily
Date of Birth: 12thSpetember, 1995
Profile
I am a 23 years old graduate looking for a career opportunity in the Human Resources Management With
various skillset like adapting to the changing market condition, innovative mindset and a quick learner.
PROFESSIONAL EXPERIENCE
Organization Xero Lab of accounting
management
Duration June,2016-July 20117
Designation Trainee
Organization Tesco Super Store Duration June 2015-July,2016
Designation Sales Executive
ACADEMIC PROFILE
Qualification Institute

Bachelors of Business
Management
Walsall College 2014-2017
Diploma in Computer Essentials Walsall College 2012-2014
ACTIVITIES
Skills:
 Knowledge of MS Office (Word, Excel and PowerPoint).
 Knowledge of CRM Application
Certificates:
 Google Marketing Requisites
 First Aid
Hobbies:
 Reading Books
 Travelling
 Listening to music
Interview Selection Criteria
The applicants must have the required skill proficiencies to manage the employees, solve their
problem, management operational criteria’s, computer knowledge(Meijerink et al., 2016).
Interview notes and preparation
The two applicants were successfully assessed, and both were quite skilled and capable of
handling the job responsibilities according to the requirement. Both have the required

knowledge of the management field. They also have experience in handling the HRM
software. Listed below are the positive aspects of both the applicants.
Emily Brown
 Tremendous verbal communicational skills
 Adjustable in any situation
 Have a futuristic thought process, managerial inclinations were observed in the
behaviour.
Nick Smith
 Tremendous verbal and non-verbal communicational skills
 Intelligent and smart
 Innovative thought process.
 Noticeable leadership skills
 Team player in nature, can handle, manage and lead individual.
Nick Smith chose the appropriate candidate. Verbal and non-verbal communications are very
essential for the current job profile as they need to communicate with the employee regularly.
(Sparrow, et al., 2016). Smart work is very much appreciated by any organization, as smart
work helps the organization to improve the current work process. Human resource assistance
needs to be a team player and leader by nature. (Miller, 2017)An organization have various
teams grouped into various departments, and the HR is the human resource assistance solves
the connecting link between those departments, any problem faced by the employees of those
departments. All these requirements are present in Nick Smith.
Evaluation of the process and the rationale for conducting appropriate HR practices

The process selected for the selection of the right applicants among the two candidates was a
personal interview. All process has some strength and weakness, and personal interview have
also had some strength and weakness which are mentioned below:
Strengths: A direct communication can be done with the candidate to analyze the body
language and communication skills of the candidate. Various questions are asked and the
ways the candidate answer the questions will help to identify the intelligent and smartness of
the candidate. The confidence level can also be analyzed in this process of selection.
Weakness: There may be various skills in the candidate, but it is not possible to test all the
skills in a personal interview. Aptitude skill is very essential to analyze the analytical skills of
the candidate, and personal interview gives a very little room to check that skill.
Communication among the group cannot be checked in the selection process.
Rationale: H & M being a well reputed and big organization have a large number of
employees, so the practice of Human Resource needs to be well designed and appropriate. To
track and analyze the performance of such a huge workforce is very difficult and challenging.
A well-structured process of Human Resource Management is very necessary to manage this
workforce. The work culture needs to be friendly, and a regular meeting needs to be organized
to understand the needs and problems of the workforce as the management of H & M follows
two-way communication technique.

Application of HRM practices in a work-related context
Selection: The selection of the appropriate candidate is very essential. To select the
appropriate candidate a proper round of interviews with expert panellists are required. The
candidates should be judged account the required skills and competencies required for the job
to select the deserving an appropriate candidate. As in the current case, the vacancy was
fulfilled by a personal interview of the applicants and choosing the best one among them
according to the current requirement.
Training: Training and development are very important as it creates and enhances the skills
of both the existing and new employees of the organization. In the current recruitment, the
candidate has little knowledge in the field of Human Resource Management so training of
minimum 4 weeks will be held in the headquarter of H & M by the Training and development
team.
Induction: A proper induction of the organization is provided about the organization to the
new employee, the mission, vision, goals and objectives of the organization. In H&M, the
new employee is selected to any branch store or head office according to the skills shown
during tanning with proper induction of the organization and the respective branch or head
office.