Human Resource Management (HRM) Report
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Added on 2020-04-21
Human Resource Management (HRM) Report
Added on 2020-04-21
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Running head: HUMAN RESOURCE MANAGEMENTHuman Resource ManagementName of the StudentName of the UniversityAuthor note
1HUMAN RESOURCE MANAGEMENTTable of ContentsIntroduction......................................................................................................................................2Task 1...............................................................................................................................................2Task 2...............................................................................................................................................6Task 3...............................................................................................................................................9Task 4.............................................................................................................................................12Conclusion.....................................................................................................................................17References......................................................................................................................................18
2HUMAN RESOURCE MANAGEMENTIntroductionThe aim of this report is appreciating and applying the principles present in effectiveHuman Resource Management (HRM). The lifeblood of any organization are its people and theability of attracting, recruiting and retaining talented staff as a core of all HR activities. Thisreport would be exploring the techniques and tools that are used in HRM for maximizing theemployee contributions and the ways of using HR methods for gaining competitive advantage.This report would mainly be focusing on Hennes & Mauritz (H&M), which is a 100 billion SEKcompany. It is majorly engaged in the designing and retailing of fashion apparels andaccessories. H&M is known for the offering of a wide range of apparel, cosmetics, accessoriesand footwear for all men, women, teenagers and children. H&M has their major operations inEurope, North America and Asia, with presence in over 40 countries. The company has theirheadquarters in Stockholm, Sweden (About.hm.com 2017). Task 1Human resource can be defined as the complete knowledge, skills, talents, creativeabilities and aptitudes of the workforce of any organization, also the attitudes, values, beliefs andapproaches of the people who are involved in the different affairs of the organization. It is theaggregate of all the inherent capabilities, skills and acquired knowledge that are represented bythe talents and aptitudes of the people who are employed in the organization (Bratton and Gold2012).The main functions of human resource management of H&M includes:Different benefits and compensationEstablishment of a relationship between employee and labor
3HUMAN RESOURCE MANAGEMENTDevelopment of the different human resource practicesExecution of human resource planning, recruitment and selectionConducting proper human resource researchMaintaining proper organizational safety and health (Beardwell and Thompson 2014)The main activities of human resource management (HRM) of H&M includes:Development of the complete knowledge regarding the culture, corporate plans alongwith the different policies of H&MTraining and development of the staffPerformance appraisal of the employeesCollective bargaining, grievance handling and contract negotiationAssisting in the self-development of the employees at all organizational levelsDevelopment and maintenance of motivation for workers by the providing of incentivesReview and audit of manpower management in the organizationExtensive role analysis for job occupantsJob rotationQuality circle, quality of work life and organizational developmentEstablishment of better communication among every individual who are present insidethe workplace of H&M (Aswathappa 2013)Inside HRM, there are two approaches, the best fit and the best practice:The best practice – Best practice approach states that different HR policies would be consistingof reward plans. Inside this practice, the HR directs to improved commitment of the employeesalong with high motivation for the same (Buller and McEvoy 2012).
4HUMAN RESOURCE MANAGEMENTThe best fit – The best fit approach believes in different types of reward systems that must bealigned with that of the strategies of the organization. This approach results in theaccomplishment of competitive advantage for the organization (Marchington et al. 2016).For further comprehension of HRM purpose and functions inside H&M, the hard and softmodels can be discussed:Hard HRM – In this model the employees become the resource for trade in which a strong link isidentified with that of corporate business planning (Jenkins and Delbridge 2013). Inside thismodel, HRM would largely concentrate on the requirements of workforce, recruit and managethe professionals in accordance with the need of H&M.Soft HRM – Inside this model, the employees get the importance of being a primary resource ofthe company, in this case H&M, and continue a source for maintaining the company’scompetitive advantage. Moreover, they get treated as individuals and after that all their needsreceive planning accordingly. In this model, HRM would largely focus on the workforcerequirements according to the roles and responsibilities with added benefits of motivation andreward systems (Jenkins and Delbridge 2013).For workforce planning inside HRM, a basic understanding of the labor market is required: Types of FirmTypes of Labor Power MarketCore firms (Larger firms that possess apower of market along with an aptitudeIndependent PrimarySubordinate PrimaryLine/Control staffs, Salariedworkforce from bothmechanical and specializedfieldsProduction workforceswho frequently getsunionizedbycontending with union
5HUMAN RESOURCE MANAGEMENTto)Periphery firms (Competitive yetsmaller firms contributing a capabilityof making a good plan onward)CraftSecondaryThese are extremely capableemployees who are usuallyunionized by craft unionLow skilled, havingreduced job safety withelevated turnover for anopportunity ofprogression. These arereally dead-end jobsRecruitmentThe two sources of recruitment are internal and external:Internal - In H&M, internal recruitment happens when the HRM team looks for recruitingemployees with the help of referrals from their existing workforce. It is lower in cost, but cancreate conflicts between colleagues, while limiting the choices (Wilton 2016).External - In H&M, external recruitment happens when the HRM team is recruiting fromexternal sources such as agencies, advertisements and so on. In this approach, H&M gets a betterchance of acquiring a wide range of employees, with fresher skills and input. However, the newemployees have limited understanding of the company, which increases the risk factor (Breaugh2017).Selection
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