HRM Application to Human Resources Resource Management in H&M

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and function of HRM applicable to workforce planning and resourcing in H&M..1
P2 Strength and weaknesses of different approaches to recruitment and selection...............2
M1 Role of HRM in providing skill and talent to fulfil business objectives........................4
M2 Evaluation of strength and weaknesses of various approaches ......................................5
D1 Critically evaluate the strength and weaknesses of different approach to recruitment and
selection process.....................................................................................................................5
TASK 2............................................................................................................................................5
P3 Benefits of HRM practices................................................................................................5
P4& D2 Effectiveness of different HRM practices in raising the productivity and profitability
of H&M .................................................................................................................................7
M3 Different method use in HRM practices .........................................................................9
TASK 3..........................................................................................................................................10
P5 Importance of employee relation and its effect on HRM decision making ...................10
P6 Key element of employee legislation and its impact on decision making .....................11
M4 Evaluating the key aspect of employee relation management and employment legislation.
..............................................................................................................................................12
D3 Evaluating employee relation and application of HRM practices and its influence on the
decision making. ..................................................................................................................12
P7 Application of HRM practices in work related context .................................................12
1. Job specification ..............................................................................................................12
2. Curriculum Vitae .............................................................................................................13
Interview selection criteria...................................................................................................14
Interview notes and preparation...........................................................................................15
Evaluation.............................................................................................................................15
3. Documentation of interview ............................................................................................15
4 & M5 An evaluation of the process and rationale for conducting appropriate HR practices.
..............................................................................................................................................15
5.Application of HRM practices...........................................................................................16

CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................17

INTRODUCTION
In current organisation is continuously modifying themselves so that they can sustain in this
ever-changing market. Human resource has become important part of organisation as it help
them in their modification. Along with this its also responsible for the proper management of
human resource in the firm. It makes sure that employees have requires skill and knowledge
through which they can contribute in the success of the firm. It plays important role in the
reattainment of the employees and ensuring that they are satisfied with the working of the firm.
In current report Hennes and Muritz (H&M) has been taken into consideration. The firm own itrs
existence fort more than 70 years, the firm operates it business globally in more than 62
countries and has more than 4,500 stores under its name. The current report will discuss the
purpose and scope of human resource management along with this its key element that help in
business will also be analysed in the detail. Furthermore, various factor and their impact on the
decision making will also be done.
TASK 1
P1 Purpose and function of HRM applicable to workforce planning and resourcing in H&M
Workforce planning in simple Words can be defined as the process where organisation
make sure that select the right person who posses the necessary skill that can contribute in the
success of the firm at the right time (Azeem And et. al., 2016).
The main function of HRM is to support the organisation so that it can achieve its goal
and objectives. HRM has various function that help them in supporting the firm. HRM of H&M
company is responsible for development of high performance culture for this it makes sure that
proper training and development programs are arranged for the employees. Some of this function
are mentioned below:
Staffing
Its one of the important part of workforce planning. Through the process of staffing the
HRM of the H&M firm ensure that only those candidates get selected who not only have skill
and knowledge but also the potential to become better. The business entity can select various
way through which they can recruit right employees the firm (Bondarouk, Bos-Nehles and
Hesselink, 2016). IT can adapt both internal and external strategy to make sure that only best
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talent get chance to move forward. Employees with good skill will help in bringing efficiency in
the work and will also help the entity in achieving it goal and objectives.
Training and development
The main purpose of the HRM is to enhance the skills and knowledge of the employees
so that high performance culture can be maintained in the firm. Providing training to the staff
also help the corporate in making them, understand their roles and responsibility. IT helps them
in carrying out their work in efficient manner. BY providing training and development program
to the employees not only it enhances their skill but also their productivity which help the firm in
long run (Zibarras, and Coan, 2015). IT also plays major role in satisfying employee and
retaining them to company for longer time.
Employee relation
HRM is responsible to make sure that healthy relationship is maintained between the top
management and staff of the firm. HRM try to make sure that all the needs and demand of the
staff of H&M firm are fulfilled so that they can gain their loyalty. They are also responsible to
solve any issue between the management and staff so that healthy working environment can be
created.
Employee maintenance
HR manger is also responsible to encourage employees to work while maintaining the
basic work ethics. HRM in the organisation is responsible for the holding of values, morals and
standard, while ensuring that each person is working ethically. HRM is responsible to come up
with various policy that can help them in proper ethical working.
P2 Strength and weaknesses of different approaches to recruitment and selection
Recruitment is one of the important function of the HRM, its a process where companies
search and create a pool of candidates who have potential skills and experience that are required
by the entity for particular job or post (Foss and et. al., 2015). There are several methods
through which firm can recruit right employees in working few of which are mentioned below
Internal recruitment
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In this method the H&M company select the employee within the firm to fill the vacant
post. Existing member are selected to fill the vacant post in this approach. Promotion is the way
through which this approach is implemented in the firm.
Strength
 This method is quite cost efficient the employees are already aware of the working of the
firm so they do not require training. It's also the fastest process to fill the vacant spot.
 It also works as motivator factor, people put more effort in their work for promotion it
also helps the firm in attaining the loyalty of employees (Vanhala and Ritala, 2016). This process maker sure that only eligible employee get selected for the promotion, as
H&M is already aware of the strength and weaknesses of each employee.
Weaknesses
 No place for innovation and new idea.
 Can lead to resentment in others.
External recruitment
In this approach the entity provide chance to all the external candidates to apply for the
vacant post in the firm. In this the firm choose various way through which they can attract the
potential candidate toward the firm. There are various way through which candidate get selected
in this method such as skill inventory, In skill inventory the manger of the firm test their skills
and select the ideal person who have all the necessary skills.
Strength
 New ideas are brought with new people, help in bringing innovation in the firm.
 Firm can select the candidates with the best experience. Wide range of candidate to choose from.
Weaknesses
 Costly and longer process in , lot of money required for advertisement and conducting
interviews.
 There are chances that best candidate do not get selected (Greiner, 2015).
 Can lead to problem in existing and new employees.
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