Importance of HRM Practices in Workforce Planning and Employee Relations

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
P1 – HRM purpose and functions applicable to work force planning and resourcing an
organization .................................................................................................................................3
P2 - Strengths and Weaknesses of different approaches to recruitment and selection...............4
P3 – Benefits of different HRM practices within an organization for employer and employee. 5
P4. Evaluation of the effectiveness of different HRM practices in terms of raising
organizational profit and productivity. .......................................................................................6
P5. Importance of employee relations in respect to influence HRM decision-making. .............7
P6. Key elements of employment legislation and the impact it has upon HRM decision-
making..........................................................................................................................................7
P7. Application of HRM practices in a work-related context......................................................8
.......................................................................................................................................................10
CONCLUSION .............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human Resource management is the process of the management which indulges various
functions such as planning, recruiting, selecting, training and developing the employees for
effective and efficient achievement of the organizational goals (Uysal, 2019). Burberry is a
British luxury fashion house which designs accessories, apparels, footwear, cosmetics etc. but it
mainly focuses on the clothing sector. The following report will examine the purpose and
functions of HRM, strengths and weaknesses to recruitment and selection processes, benefits of
different HRM practices, importance of employee relations, employment legislation and HRM
practices in the work – related context with reference to the company.
MAIN BODY
P1. HRM purpose and functions applicable to work force planning and resourcing an
organization
HRM is managing people in the organization according to their skills and knowledge for
achievement of organizational goals and forming structured concept of how an organization can
run smoothly with targets and tasks performed for the growth (Ahammad, 2017).
Purpose of HRM of Burberry Company -
Purpose of HRM of the company looks after the key roles and responsibilities of HR
which signifies the aspects that HR looks after the functions and invests in the right people at
right time and looks after the working process of the recruitment of employees at their desired
jobs. HRM falls under the responsibility of one or more HR manager and the company's HR is
the main root of outsourcing the key responsibilities and to looks after the organization working.
Functions of Human Resource Management are as follows -
Human Resource Planning – Human resource planning of the company Burberry includes all
the functions HR performs which consist of recruiting and selecting the employees for the
organization according to their performance and measuring it through which employees of the
company are able to learn and develop the work allotted.
Recruitment and Selection – In this process, the company attract the employees and are
selected on the basis of recruitment process which undergoes by measuring the performance of
the employee who are the best suitable for a position.

Performance Management – Performance management of the company depends on the factors
in which the employees are able to evaluate their performance by involving in good leadership,
clear goal setting for the achievement of the goals the company desires.
Learning and Development – Burberry's learning and development depends on the aspects the
employee of the organization enables the skills which is the essential responsibility of HR.
Budget is distributed among the employees as the company sets the budget for learning and
development in an organization.
Career Planning – Career planning and providing guidance to the employees of the company is
what the HR is assigned to. HR of Burberry helps in aligning the personal ambitions to future
goals of the employee and directs them towards achieving the goals.
P2. Strengths and Weaknesses of different approaches to recruitment and selection
Recruitment is the process of finding and hiring candidates that are the best suitable for
the job or position. Recruitment is classified into two parts -
Internal Recruitment - Internal recruitment of Burberry consist of the factors which define that
what all are the requirements for the position or job in the candidate recruiting process (Akpan,
and Elijah, 2017). Internal recruitment consist of internal job posting which initiates the want for
the right candidate to apply for the job consisting of knowledge, skills and abilities database
which includes employees knowledge, skills and abilities (KSA's).
External Recruitment – This process includes that the company recruits external talent in
reference to marketing structure along with employment opportunities rendered by Burberry.
The company indulges in targeting passive and active candidates in reference to job postings and
vacancy announcements.
Selection process is based on the recruitment process which is defined as the criteria in
the process of recruitment in which right candidate is posted on the right job. There are various
strengths and weaknesses in the process of selection which are described as -
Strengths of the company in selection process consist of -
Unbiased and Standardized – In selecting the candidate, this process is unbiased and
standardized which means that employees of the company face the selection process without any
partiality in the results which are released in the selecting the candidate because right talents are
promoted for the position to be filled.