Importance of Human Resource Management

This report explores the importance of human resource management (HRM) within an organization, specifically highlighting the significance of the recruitment process. It emphasizes how effective HRM practices can make a firm's reputation stronger than its competitors by minimizing time involved in interviewing, hiring, searching, and training workers. The study also touches upon the use of job offer letters and post-interview notes, justifying their importance in selecting candidates.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
INTRODUCTION...........................................................................................................................2
MAIN BODY...................................................................................................................................2
1. Hennes & Mauritz overview .............................................................................................2
2. Purpose of Human resource function ................................................................................2
3. Approaches for Human resource function .........................................................................3
4. Effectiveness of employee engagement and employee relation.........................................5
Model of flexible organization...............................................................................................6
Importance of employee's relations and their influence on HRM decision making ..............7
5. Employment legislation......................................................................................................7
CONCLUSION ...............................................................................................................................7
TASK 2............................................................................................................................................8
1. Job specification ................................................................................................................8
2. CV.......................................................................................................................................8
3. Preparatory notes for interview..........................................................................................9
4. Job offer letter.....................................................................................................................9
5. Importance of recruitment process and rationale for conducting HR practice.................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resource management [HRM] is practice of hiring, deploying, recruiting and
managing organization worker's. This term is used to describe formal system devised for
management of customers and employees within firm. HR department focus on entire company
function and activities that make their business successful (Gupta and Shaw, 2014). They
concentrate on the activity of staff in business and ensure them about the best work practices at
workplace. In this report Hennes & Mauritz has been chosen for assessment. H&M is a Sweden
multinational clothing retail organization which is located in UK.
The present report explain about the intention of HR function and their responsibilities
and roles within organization. It also justifies key elements of HRM in firm and evaluate their
strengths and weaknesses. In this study analyze internal and external factors and job and person
specification process. Furthermore, it will clarify employee relation and employee's engagement
effectiveness in organization and discus employment legislation.
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INTRODUCTION
The present section is base on H&M organization that is located in London. It explains the
overview of firm and purpose of their HR functions. Furthermore, in this section clarify
approaches for Human resource activity and their strength and weaknesses. It also discussed
employment legislation, employee's relation and employee's engagement process in the
organization that directly impact on business procedures.
MAIN BODY
1. Hennes & Mauritz overview
H&M is a Swedish international clothing and accessory retail industry which is known
for fast fashion vesture for women, men, children and teenagers. They operate in 62 countries
with 4,500 stores with the help of many employee's. Hennes & Mauritz is second largest
international retailer that significant on line presence with online shopping which is available in
many countries. The industry was founded in 1947 by Erling Persson that opened first shop in
Vasteras, Sweden. They design many clothes for every one with different styles and according
to the current fashion trend. Firm offer range of women's and men's shoes and other accessories
as well that make their customer's happy. They have the collection of clothing designed by
Choo and many garments made from leather and suede that was available in more than 200
stores globally.
2. Purpose of Human resource function
H&M Human Resource Management play their effective role by managing customer's
experiences and consumer expectation towards business (Jamali and et.al., 2015). HRM is the
process of inducting workers, imparting development and training, providing orientation and
benefits, deciding compensation, motivating employees and focus on welfare and health of
staff. Operative are the function of HR in the organization that help them for making business
successful than other organizations.
Human resource function
 Hiring and recruitment: Recruiting and hiring is the most important function of HR
that help firm for increasing their profitability. H&M HR hire and recruit skilled and
knowledgeable in the firm who have the knowledge about work performance that help
company achieving goals and objectives.
 Job analysis & design: HR describe requirement of job like skill, work experiences
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that is required and qualification for specific position which is another important
function of human resource management.
 Training and development: HRM of H&M allow workers to acquire new knowledge
and skill to perform their duties effectively that is one of the function of their job
profession. It makes employees professionals and prepare them for higher level of
responsibilities.
 Workforce planning: Workforce planning is the most effective function of Human
resource management of H&M. It is a continual activity that has been used to align
priorities and needs of firm with its workforce to assure it that they meet its regulatory,
legislative and service or products requirement and company objectives.
Role and responsibilities of Human resource function
HR play effective role in H&M they advise management teams and business owner how
to use workers as strategic assets. They recommend changing and adding benefits and
incentives that will maximize workers performance and satisfaction in job position. They make
plans for recruiting people in the organization and attract them by offer good policies. Human
resource is not only responsible for hiring, orienting and placing employee's, they need to be
specialists often supervise current worker's gratification and productivity, they want to be
ensure that work area is always run efficiently.
3. Approaches for Human resource function
 Approach to Workforce planning: Work-force planning is constant process that used
to aline the wants and priorities of H&M with that effective workforce that ensure them
about their goods and services which meet with organizational goals. It is very essential
part of assuring that HR choose the right candidate with accurate skills, knowledge,
values and experiences providing care and support to organization business. Matching
staffing with business demand is the best approach for workforce planning. Business
environment are constantly changed that impact on employee's performance (Kerzner
and Kerzner, 2017). Therefore, HR leader make plans according to these changes that
help human resource in adjusting overall worker's to match with organization
requirement.
Strength
 It is much effective approach that match employee's aim with the firm needs that make
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them more trust able.
Weaknesses
 The entire process take longer time.
 Approach to recruitment and selection: Internal recruitment is the best approach to
recruit candidates in H&M. It is use by the business for looking to fill the required job
position and vacancy form within firm existing workforce. Organization hire qualified
and skilled employee's who help them through their effective work performances.
Psychometric tests are scientific method and standard that company using for measuring
employee's behavioral style and mental capabilities for adopt business changes.
Strength
 Internal recruitment approach increase retention and morale of worker's.
 Psychometric testing is a standardized approach to select and fair treatment for
candidates as well as H&M organization because they all go through with the equal
testing process.
Weaknesses
 Internal recruitment create dissension in workplace that impact every employee's.
 Lack of right training significant danger in use of psychometric testing in company.
 Approach to training and development: Mentoring and coaching is a training in
which employees trained by senior or manager. They identified weak point of worker
and then concentrate on improving it practically. Mentoring is different form coaching
that focus on developing attitudes of staff more than technical skills.
Strength
 Coaching method guide operational level workers in the organization.
 Monitoring help to develop employee knowledge and skills more effectively.
Weaknesses
 Coaching process take long time by which HR does not focus on other functions in
H&M.
 Monitoring need lot of focus that impact on other employee's in firm.
 Performance management approach: Human resource of H&M evaluate employee's
performance and appraise them for their work. It focuses on strengths, attitude,
weaknesses and behavior of each individual towards job responsibilities and duties.
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Strength
 Evaluation help manager or leader organize activities and resources effectively and
efficiently to achieve goals.
Weaknesses
 Weakness of performance evaluation is that H&M manager measure employee's show
prejudice to certain workers, that happen unintentionally and intentionally.
 Approach to reward system: Total reward approach is the term that adopted by H&M
human resource for paying employee's and give them rewards according to their work
performance in workplace.
Strength
 This process develop employees values in working for company and make them more
flexible in their work.
Weaknesses
 Reward system need more investment that influence on business financial margin.
4. Effectiveness of employee engagement and employee relation
Sociological approach to employee relations
H&M is the part of society and it is a community made by groups and individual with
different background, family, personalities, education level, preferences and emotions etc. these
differences in their employee's behavior and attitudes create issues of conflict and cooperation
in organization (Green and Thorogood, 2016). Therefore, Firm need to understand their needs,
culture and values and offer them healthy environment that improve their work performance
and feel them comfortable in workplace. This is one the best approach that use by company HR
for increasing business profitability and productivity more than their competitors.
Effectiveness
Employee relations refers to Hennes & Mauritz that attempt to manage relationships
between employees and employers. It is very important for business growth and success that
build their reputation in marketplace. Strong employer relation higher productivity that turn
high efficiency in group. This connection is build on the base of good communication that
motivate workers and help them to complete their task execution.
Communications activities to employee engagement
Employee engagement is the level to which workers feel passionate about their position
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and jobs that are committed to H&M. This is the best strategy that has been use by organization
HR to reduce employee turnover, retain clients at higher rate, improve efficiency and
productivity and make more profitability (Anitha, 2014). Communication activity is better than
the other approaches because it helps workers to find out what they are doing in organization
outside of their contiguous team. The entire process help firm to create environment of
openness and trust in business where they able to share their ideas and thoughts openly.
Effectiveness
Employee engagement is very effective for H&M that simply control the environment
in workplace. It is the right tools that help employees to manage quarterly or monthly schedule.
It develops trust among workers and employers that help to run business smoothly and
effectively which increase profit margin.
Model of flexible organization
Atkinson model is known as modal model and multi store model this make firm more
flexible in their business functions and management. It is the best organizational method use by
H&M to optimize allocation of HR in accord with workforce flexibility and market instability.
This model defines two groups of employees such as peripheral and core group, which
organized with organization based on three kinds of flexibility: financial, functional and
numerical (Thursfield, 2017). Thus, by using flexible model company increased malleability in
a fluctuating market and competitive business environment and unpredictable things.
 Functional flexibility is associated with high skill stages across many various tasks, as
display by core groups of employee's. This process allow H&M management to move
core workers between tasks and multiple workforce.
 Numerical flexibility applies by H&M to peripheral workforce which is related to low
skilled employee's available in business. It helps employers in meet their demands with
labor needs with the number of workers under company contract.
 Financial flexibility refers to H&M capability to adjust pay of employee's in
accordance with provide and needs of worker within the organization. Thus, if the
company adopt this function in their business they resolve all the issues in workplace
that increase their profitability and develop more confidence among workers.
Flexible working
It is a process of using new info and communication technology to interrupt free form
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traditional shackles. Thus, if the H&M adopt flexible working style in their organization
function and at workplace is very beneficial for entire business environment. Through
flexibility in work employers retain staff and attract them more than now. They boost
profitability and productivity and match assets to needs (Hörning, Gerhardt and Michailow,
2018). By adopting this process they improve consumers services and give better respond to
market forces. Flexible working style reduce employee's stress related with their work and
decrease time spent community.
Importance of employee's relations and their influence on HRM decision making
Employee's relations is most essential factors with either spoils and improve relationship
among staff. Effective connection improves the productivity which raise business financial
budget and profit margin more over than now. Leaders or managers of H&M motivate worker's
and support them for developing their knowledge and skills at workplace. This process is
successful by sharing thoughts and beliefs with colleagues in organization that build strong
relationship.
It influences on H&M human resource management decision making function
effectively. HRM is premised on the thought that organizational growth and success stems form
ability to excerpt greater degree of wiling workers commitment to organization objectives,
more than competing on goods quality and price. To improve or build relationship stronger
HRM need to modify their policies and strategies according to employee's needs and demands.
They have to make their decisions regarding to improving connection with their staff which
give them satisfaction and feel comfortable at workplace.
5. Employment legislation
Employment legislation is law governed by the government that regulate employment
within the work area with each employee's who works. It affects employees, employer and
organization business directly (Griffith and Macartney, 2014). Minimum wage, discrimination,
dismissal and redundancy, hours worked and health and safety are the main features of this
process. H&M need to offer their best services and facilities to their employee's for making
them comfortable at workplaces. They need to apply all the procedures of legislation that help
them to run business effectively. Company follow the rule and regulations of government
which they include in contact of employment law. Firm need to offer staff benefits and reward
according to their work performance and give them health and safety polices as well that ensure
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them about their healthiness.
CONCLUSION
Above section has been concluded the effectiveness of HRM functions within the
organization that manage their operation effectively. Thus, apply different approaches of HR
function developing employee's skills and knowledge that help for improving their work
performance. In this section explain the employment legislation importance which has to be
adopted by the organization for running business smoothly. Furthermore, it also concluded
employee's relations effectiveness in order to build strong relationship among workplace.
TASK 2
1. Job specification
Job specification
Human Resource Manger
Description
 The Human resource manager is responsible for entire management of the Employee's
and H&M business functions and other department.
Experience
 Minimum 3 years of experience in hiring, recruiting and selecting staff.
 Supervising team and individual.
Education
 Should be MBA in HR.
Skills
 Able to manage operation quickly.
 Basic technology knowledge.
 Good communication skills.
 Ability to handle conflict and pressure.
2. CV
Human Resource manager CV
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Name- Smith John
Mail ID- [e-mail]
Contact No- 9586954723
Address- 56, Wal-street, London
Academic qualification
 Master of HRM.
 Master of business administration.
Experience
 1 year experience in Grady's departmental store.
 2 year experience in Jorge shopping mall.
Skills and knowledge
 Make new plans.
 Able to use IT tools.
 High motivation and support power.
3. Preparatory notes for interview
Before going for interview candidate's collect all the important documents with them like
HRM degree and other qualification sheets that help during the interview session. They get some
details about the organization function and process of supplying goods (Cuddy and et.al., 2015).
Furthermore, make proper resume including skills, knowledge, higher education and some other
details.
H&M human resource ask some questions about qualification and culture which they
follow and their beliefs. Candidate's give appropriate answer about all the questions that has been
asked by the organization recruitment department. Thus, after that candidate has been selected on
the bases of their skills and knowledge and good education levels. HR take their decision of
selection by identify people capability and ability of performing work at competitive business
environment.
4. Job offer letter
JOB OFFER LETTER
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Name- William
Company Name- H&M
Address- 55, Main street, London
Date- 17/1/2019
Dear Smith John,
H&M company is pleased to offer you the position of Human Resource Manager, employee's
relations. Your experience and skills will be a perfect fit for our consumers and HR department.
As discussed, your starting date will be March 1, 2019.
If you choose to accept this offer, please sign the letter and return it to H&M manager at your
earliest convenience.
Sincerely,
William
Director, Human resources
H&M organization
5. Importance of recruitment process and rationale for conducting HR practice
Recruitment process refers to the function of HR that has been conduct for hiring new
and qualified employee's in H&M. Through offer good policies' organization attract them
towards their business activity and procedures for making their firm stronger and increasing
profitability and productivity (Humburg and Van der Velden, 2015). Good recruitment minimize
time involved in interviewing, hiring, searching and training worker's. It is the most important
activity of Human Resource that help them to make firm reputation in marketplace more than its
competitors.
CONCLUSION
In this report has been concluded that Human resource management is very important for
managing organization management functions effectively. The present study will explain about
the importance of recruitment process which impact on HR decision practices. More over some
approaches that they used to make workforce stronger than now. This report justify job offer
letter give by the organization to selected candidate's and make some note after the interview
session.
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REFERENCES
Book and Journals
Anitha, J., 2014. Determinants of employee engagement and their impact on employee
performance. International journal of productivity and performance management.
63(3). p.308.
Cuddy, A.J and et.al., 2015. Preparatory power posing affects nonverbal presence and job
interview performance. Journal of Applied Psychology. 100(4). p.1286.
Green, J. and Thorogood, N., 2016. Analysing health policy: a sociological approach.
Routledge.
Griffith, R. and Macartney, G., 2014. Employment protection legislation, multinational firms,
and innovation. Review of Economics and Statistics. 96(1). pp.135-150.
Gupta, N. and Shaw, J.D., 2014. Employee compensation: The neglected area of HRM
research. Human Resource Management Review. 24(1). pp.1-4.
Hörning, K.H., Gerhardt, A. and Michailow, M., 2018. Time pioneers: Flexible working time
and new lifestyles. John Wiley & Sons.
Humburg, M. and Van der Velden, R., 2015. Skills and the graduate recruitment process:
Evidence from two discrete choice experiments. Economics of Education Review. 49.
pp.24-41.
Jamali, D.R and et.al., 2015. Exploring human resource management roles in corporate social
responsibility: the CSR‐HRM co‐creation model. Business Ethics: A European
Review. 24(2). pp.125-143.
Kerzner, H. and Kerzner, H.R., 2017. Project management: a systems approach to planning,
scheduling, and controlling. John Wiley & Sons.
Thursfield, D., 2017. Post-Fordism and Skill: theories and perceptions. Routledge.
Online
Flexible-Firm Model – Atkinson, 2017.[ONLINE].Available through:<
https://www.businessballs.com/organisational-culture/flexible-firm-model/>
Human Resource Management & Its Core Functions, 2016.[ONLINE].Available through:<
https://medium.com/@swaticbindia/human-resource-management-its-core-functions-
managerial-operative-fc0335ef616a.>
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