Effective HRM Practices and Employee Relations

The report presents a comprehensive analysis of human resource management (HRM) practices, focusing on the importance of effective HRM in any business concern. It highlights key aspects such as person specification, job specification, and job offer letters. The report also explores the use of technology in recruitment and selection procedures, employee relations, and their effectiveness. Additionally, it discusses various motivational tools and approaches to workforce planning.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1. Purpose and functions of HRM applicable to workforce planning and resourcing in
organisation.................................................................................................................................1
2. An assessment of the approach to workforce planning, recruitment and selection,
development and training, performance management and reward systems................................3
3. Inclusion of case study examples to examine the different methods used in HR practices....5
4. Effectiveness of employee relations and employee engagement............................................6
5. Key aspects of employment legislation within which the organisation must work................6
6. Key element of employee's legislation and its impact on decision-making process of HRM 7
7. Illustrate the application of HRM practices in a work-related context, using specific
examples from the chosen organisation......................................................................................8
8. Evaluate the use of technology, online resources, digital platforms and social networking
on improving the recruitment and selection process.................................................................11
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management is a quite essential function which is present in almost
every business concern whether small or large. It is basically a formal process which infuses a
number of activities and processes such as recruitment, hiring, selection, training of employees
etc. All these functions when performed effectively help in raising performance standards of a
business concern along with timely achieving all goals and objectives (Noe and et. al., 2017).
This report has been based on ZARA which is a Spanish fast fashion retail sector business
concern with its headquarters in Arteixo in Galicia. It was initially founded in 1975 and is
currently world's largest apparel retailer. This report throws light on purpose and functions of
HRM along with their strengths and weaknesses. Also this report discusses regarding benefits
of HRM practices in achieving goals and objectives. Employee relations and its importance has
also been stated in this report. Lastly this report deals with various legislations and their impact
on decision making as well.
TASK 1
1. Purpose and functions of HRM applicable to workforce planning and resourcing in
organisation
Workforce planning is a continues process which is used to align the needs and
priorities of an organization. With those where its workforce to ensures it can meet its their
legislative, services and production requirement and its organizational objectives. It recruit
effective candidates in order to fulfil objectives of company. In context of, ZARA it is necessary
for company Human Resource managers to make sure that they are effectively utilizing
performance skills of employees by recruiting them in right place in an organisation. There are
few basic functions and purpose of Human Resource Managers so that management can apply in
their process of workforce planning.
Purpose of HRM
Human resource management is the organizational function that deals with issues related
to people like organizational development, safety, wellness, benefits, employees motivation,
performance management and so on (Cascio, 2015). These are important terms for ZARA. As
per the company, HR manager to provide secure environment to their employees and provide
them effective training skills as to increase their level of performance. Managers are required to
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deal with employee issues in a effective way as to provide them proper job satisfaction in
organisation. Purpose of HRM are given below:
Create better organisational culture: It is one of the most essential function in which it
is important for a manager to make good working environment for employees which will
increasing performance level for workers in a more effective manner. In context of ZARA,
responsibility of their HR manager is to allotted work to each and every individual as per
according to their skills and ability. It will not only benefit of employees to increase their
working skills but also represent an organisation to increase their production level.
Law: A business enterprise operate their activities in different geographical locations. It
is important for HR managers of ZARA to have knowledge of state and law in their functional
area. This will help them to increase their activities in a efficient way. In this regards, HR
managers are required to have knowledge of laws that are related to conflict resolution. It will
help ZARA to protect rights of their employees and maintain a healthy environment (Wright,
2018).
Functions of HRM:
Recruitment & Selection: It is an important function of HRM where HR managers are
responsible for forming plans and policies regarding recruiting and selecting candidates as per
requirements as well as expertise level of candidates. Recruitment of candidates in ZARA is
usually done by medium of social networking sites, online platforms, campus recruitments and
so on. HR managers in ZARA identify potential candidates through a number of means and tests
and then hire them. Also their recruitment and selection process may keep modifying from job to
job. Managers also need to adopt cost and time effective measures for being efficient. Hiring
efficient and effective candidates will help in raising productivity of ZARA.
Training and development: Training and development are both indispensable function of
human resource management. Training and development are mainly undertaken by managers of
ZARA so as to enhance skills and efficiency of their employees. Also it helps in building their
overall morale level. This also lends a competitive advantage to business concerns in market
along with promoting their overall brand image (Bratton and Gold, 2017).
Maintaining employee relationships: Employee relation is an important term which
states or explains building of effective relationships between employees as well as employers. It
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is important for HR managers to strengthen relationships between employers and employees so
as to build a positive and optimistic work environment in ZARA. This will be quite beneficial for
company as it will enhance internal stability of ZARA along with providing it a stable image in
competitive market.
(Employee Relations, 2018)
2. An assessment of the approach to workforce planning, recruitment and selection, development
and training, performance management and reward systems.
Recruitment and selection is an important way which helps in enhancing or strengthening
workforce of an organisation. Recruitment is a formal process which a business concern
considers for influencing and attracting efficient and skilled candidates so as to hire them
(Chelladurai and Kerwin, 2018). Selection on the contrary is a process which hires or chooses
potential candidates as p[er requirements of a position in a business entity. There are basically
two sources of recruitment which has been stated as under:
Internal sources of recruitment: Recruitment sources that help in hiring employees from
within the organisation. In internal sources, recruitment is generally practised from within the
organisation. Examples of internal sources are promotions, internal advertisement, hiring a
retired employee etc.
STRENGTHS WEAKNESSES
Managers are already familiar with their
employees so they can consider the most
Internal source of recruitment results in lack of
diversity in organisational culture. It creates
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Illustration 1: Employee Relations

effective person for job requirement. This will
increase loyalty among employees and increase
profitability of organisation (Brewster,
Mayrhofer and Morley, 2016).
obstacles in bringing fresh blood in company.
External Source of recruitment: Recruitment sources that are present outside the
organisation are referred to as external sources of recruitment. Various ways in which external
recruitment can be done include job boards, online websites, referrals etc.
STRENGTHS WEAKNESSES
This is most effective method to bring fresh
blood from many countries. This will help
managers to hire most suitable candidates for
their job.
It is a costly method in which there are many
stages and verification of candidates need to be
done.
In context of ZARA, HR managers can gain benefits from both selection as well as
recruitment methods so as to achieve benefits and hire efficient candidates. HR managers of
ZARA also need to formulate a suitable job as well as person specification as per needs of job
(Guest, 2017). In ZARA, managers have chosen interview method to choose effective candidates
who have ample of skills.
CRITERIA STRENGTH WEAKNESSES
Interview mode of selection
organisation can properly
judge capabilities of
candidates who have submit
their resume in their company
for a particular post. For this, it
is required for managers to set
certain questions for
subsequent role and ask them
to candidates.
Interview is most effective and
easier form of selection in
which interviewer can take
face to face feedbacks and
solve any kind of query
prevailing in the minds of
candidates.
This is time consuming
process. It can be little hard for
managers to frame questions
and ask feedbacks from every
single candidates.
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The different methods of HRM:
Various methods of HRM which are considered by managers are recruitment and
selection practices.
Recruitment: Recruitment is basically a process which involves various practices such as
attracting, short listing, hiring and keeping effective and efficient candidates fro a job.
Selection: Selection process generally falls after recruitment process. It is a final
selection process where candidates after short listing are selected for a specific job role. In
context of ZARA, HR managers employ interview process for selecting suitable candidates.
Approaches to Workforce Planning:
Situational workforce planning: As per this approach variances and differences between
actual as well as needed headcount is examined.
Approaches to training and development: In ZARA employees who are hired are
provided on the job training so that they can learn how to do a task while they are on their job.
This helps in maintaining effectiveness in business operations (Wehrmeyer, 2017).
Approaches to reward system: As per this approach employees are motivated so that they
can perform with greater effectiveness thereby leading to earning higher incentives and rewards.
Approaches to performance management:
For assessing performance of employees managers of ZARA undertake total quality
management which examines quality of work done by employees. This also focusses on
managing and monitoring performance of employees so as to achieve goals and objectives within
a specified time frame.
3. Inclusion of case study examples to examine the different methods used in HR practices
Human Resource Management plays a vital role every organisation which is strength
internal workforce of organisation. Main motive of Human resource is to hire most
knowledgable people for their company. In this regards, ZARA their HR managers involves in so
many activities regarding to payroll, employee relation and recruitment (Effectiveness of HRM
practices. 2018). There are some activities that are performed by managers of ZARA:
Training and Development: Training and development programmes are conducted by HR
managers of ZARA to maximise working skills of their employees as to increase their
productivity level (Björkman and Welch, 2015). Training and development programmes aid
workers to find their weaknesses and reduces them in order to maximize their job performance. It
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will benefit company to create more productivity and strength their share holdings in business
environment.
Employee Relation:
It is very essential part of every company through which employee and company can
increase their final results. HR managers of ZARA implemented strategies as to maintain a
healthy relationship in their organization as to maximise their proficiencies. HR managers can
also bring suitable communication system in their organisation. Which will be fruitful for ZARA
to increase their profitability also they gain more competitive advantages (Moutinho and Vargas-
Sanchez, 2018).
4. Effectiveness of employee relations and employee engagement
HRM involve in selecting suitable employees for an organisation in the process of their
strong workforce and increase productivity. HR manager of ZARA have follow some strategies
to increase effectiveness of their candidates. There are some organisational profit that given
below:
Proper Directing Setting and Execution: Leaders and managers plays a vital role to
developing new strategies and targets to achieve company's goals and objective in a peaceful
manner. Activities of HR manager of ZARA helps to get skilled employees. Mangers and leaders
of an organization to perform their responsibility in a positive manner and evaluate proper
objectives. It will benefit of ZARA to improve their strong brand image and reputation in the
market.
Monetary and non-monetary rewards to improve performance of employees: As per
this it increase efficiency of motivation and loyalty in the minds of employee’s. Where employer
are need to cop up their workers with monetary and non-monetary benefits. In context of ZARA
their Human Resource managers are need to add some more innovate methods in their reward
system. It will benefit for ZARA that can increase their employees efficiency level.
5. Key aspects of employment legislation within which the organisation must work.
Workforce or employees act as lifeblood of every business entity and are quite
inseparable from organisation and its functionality. These people are wholly responsible for
enhancing productivity as well as prosperity in a business. In context of ZARA it has been
examined that its HR managers are quite responsible and efficient in their work (Mura and
Horvath, 2015). Also they strive towards providing a positive and healthy work environment in
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ZARA. Also they have undertaken various strategies that will help in effective functioning of
employees thereby leading to their long term sustainability. Importance of employee relations in
HRM decision making has been stated as under:
Profit maximisation or increment: Every business concern should adopt healthy and
effective relationships with their employees so as to enhance their their overall productivity and
profitability. Managers in ZARA are trained in such a way that they regularly keep checking
their worker's morale and motivation level. It also helps in raising their satisfaction level which
in turn maximises their profits and enhances sustainability of ZARA in front of its rivals
(Obeidat and et. al., 2016).
Sales enhancement or maximisation: Maintaining healthy and formal relations is quite
important for managers and employers as it helps in raising overall sales margin of a company .
When a company maintains effective positive work environment it leads to a significant amount
of increase in overall sales productivity. In context of ZARA it has been instructed to HR
managers that they should implement a healthy flow of communication in their workplace. This
will further build brand image of ZARA in competitive market.
6. Key element of employee's legislation and its impact on decision-making process of HRM
Every company needs to operate as per ethical and legal guidelines. This helps in
removing or eradicating any sort of unnecessary risks or uncertainties from their way.
Government of each and every country today has framed a number of acts and policies which a
business concern needs to follow so as to maintain its reputation and effectiveness intact. In
context of ZARA owners or employers need to consider various acts such as maternity paternity
benefits, equal pay act, equality act, family and medical leaves act etc. Various acts which affect
functioning of businesses has been mentioned as under:
Family and Medical Leave Act: This act was initially incorporated in the year 1993 and
provides certain rights to individuals so as to ask regarding family as well as medical
requirements. In context of ZARA it is quite essential that employer follows this act in their
organisation. As per this act it is quite compulsory for managers to offer paid leaves to their
employees in case of medical emergencies as well as sickness. It provides a healthy work
environment thereby enhancing productivity (Harrison and Lock, 2017).
Equality Act: This act was initiated in the year 2010 with the aim of protecting rights of
individuals and safeguarding them from any kind of discriminative business practices.
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Managers of ZARA have implemented this act in their organisation so as to protect
employees from any sort of discriminatory practices such as caste, colour, lingual basis etc.
This equal treatment develops a sense of motivation and satisfaction in minds of employees
and they work with better efficiency.
7. Illustrate the application of HRM practices in a work-related context, using specific examples
from the chosen organisation
JOB DETAILS
Post: Sales Manager
Company: ZARA
Job Purpose
Responsible to ensure day-to-day activities of company stores. Responsible to set goals,
objectives and targets. Sales manager are required to provide training opportunities and focus on
customers as to analyse their complaints.
Roles and Responsibilities
 Motivate employees and engage them to set sales gaols. Main responsibility is to solve
conflicts in effective way in complex situations.
 Possess analytical skills as to take total sales numbers and evaluate them to find any
kind of weakness in system as to save costs and bring new opportunities to determine
process.
 Have ability to provide effective consumer service. Have responsibility to interact with
dissatisfied consumers in order to retain loyal clients.
 Prepare and submit reports of filed sales success and VOC data to management.
 Evaluate strength and weaknesses of team and implement necessary measures
accordingly.
 Execute a formative territory plan and effectively assess company distribution channels.
 Provide continuous on-the-ground report of sales executives.
 Develop innovation sales initiatives and find key demographic areas.
 Examine current trends and perceptions of customers also maintain positive relationship
with them.
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Person Specification
Post: Sales Manager
Department: Human resource management
Key: This depicts required need when like an evidence:
(A): Application form, (I): Interview, (R): Role
Attributes Essentials Desirable
Qualification & Experience Basic computer knowledge
related to MS Office and
Word.
Excellence in English
Language.
Must be graduate form
recognised university.
Handle angry and dissatisfied
customers and offer them
sufficient advices and resolve
their issues and complaints in
effective way. Have
professionalism in negating
company contracts.
Skills or Knowledge Effective communication and
influencing skills and
formative experience with MS
Word.
Adaptable in nature. Ability to
speak with dissatisfied
costumers and deal with them
in effective way in complex
situation.
Job Related Questions:
1. Tell me about yourself?
2. Are you comfortable with data analysis?
3. How will you explain ZARA to somebody who is not aware of the brand?
4. Why are you so interested in working as sales manager in our company?
Job Offer Letter for Sales Manager
8. Evaluate the use of technology, online resources, digital platforms and social networking on
improving the recruitment and selection process.
Technology is an important tools that helps in enhancing performance of individuals as
well as business processes that are prevailing in a business concerns. In context of ZARA
managers can employ various technological means such as social media platforms, digital
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technology etc for undertaking recruitment as well as selection processes. Benefits of using
digital media and technology in recruitment and selection process has been mentioned as under:
 Using advanced and digital technology helps in providing better opportunities and wider
reach to ZARA. It is a quick and easy way of recruiting people (Popescu, Comanescu,
and Sabie, 2016).
 Employing technology helps in raising productivity as well as performance of a business
entity. Also it helps in testing skills and expertise of individuals which will further lead to
an increase in goodwill of the firm.
CONCLUSION
From the above mentioned report it has been concluded that human resource management
is an important aspect of every business concern . HR department in any business concern
mainly deals with recruiting or selecting effective and efficient candidates. This report contains
person specification, job specification along with job offer letter for a sales manager. Various
employment laws have also been discussed in this report along with use of technology and its
effect in recruitment as well as selection procedures. This report also focusses on employee
relations and their effectiveness along with various motivational tools. Approaches to workforce
planning have also been discussed in this report.
REFERENCES
Books and Journals
Noe, R. A., and et. al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
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Cascio, W. F., 2015. Managing human resources. McGraw-Hill.
Wright, P., 2018. Fundamentals of human resource management. Management. 5. p.27.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice.
Palgrave.DeCenzo, D. A., Robbins, S. P. and Verhulst, S. L., 2016. Fundamentals of
Human Resource Management, Binder Ready Version. John Wiley & Sons.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European resource
management. Springer.
Guest, D. E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal. 27(1). pp.22-38.
Wehrmeyer, W., 2017. Greening people: Human resources and environmental management.
Routledge.
Björkman, I. and Welch, D., 2015. Framing the field of international human resource
management research. The International Journal of Human Resource
Management. 26(2). pp.136-150.
Moutinho, L. and Vargas-Sanchez, A. eds., 2018. Strategic Management in Tourism, CABI
Tourism Texts. Cabi.
Mura, L. and Horvath, P., 2015. Some aspects of human resource management.
Obeidat, B., and et. al., 2016. Cultural influence on strategic human resource management
practices: A Jordanian case study. International Business Research, 9(10), pp.94-114.
Harrison, F. and Lock, D., 2017. Advanced project management: a structured approach.
Routledge.
Popescu, G. H., Comanescu, M. and Sabie, O. M., 2016. The role of human capital in the
knowledge-networked economy. Psychosociological Issues in Human Resource
Management. 4(1). p.168.
Online
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