Significance of HR in Acquiring Talent for Business Objectives

This article discusses the significance of HR in acquiring talent to meet business objectives. It explores the advantages of various HRM practices for employees and employers, including recruitment and selection approaches, training and development, rewards management, and work-life balance.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
LO 1.................................................................................................................................................3
P1) The purpose of the HR function and the key responsibilities of the HR function...........3
P2) Significance that HR play in the acquiring talent to meet business objectives...............4
Assessment of the approach...................................................................................................5
M1) Example to examine the various method used in the HR practice.................................7
M2) Strengths and weaknesses of different approaches to recruitment and selection...........7
D1) Evaluate the strengths and weaknesses of different approaches to recruitment and
selection, supported by specific examples..............................................................................7
LO 2.................................................................................................................................................1
P3) Advantage of various HRM practices for employee and employer.................................1
P4) Potential of HRM practices in enhancing profit and productivity...................................2
M3) Different methods used in HRM practices, providing specific examples to support
evaluation within an organisational context...........................................................................2
D2) Critically evaluate HRM practices and application within an organisational context, using
a range of specific examples...................................................................................................3
LO 3.................................................................................................................................................3
P5) Importance of employees for decision-making process of HRM....................................3
P6) Key element of employment legislation and their impact...............................................4
M4) The key aspects of employee relations management and employment legislation that
affect HRM decision-making in an organisational context....................................................4
D3) Critically evaluate employee relations and the application of HRM practices that inform
and influence decision-making...............................................................................................4
LO 4.................................................................................................................................................5
P7) Application of HRM practices.........................................................................................5
M5) The application of specific HRM practices in a work-related context...........................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Human resource management is refers as selecting, hiring and recruiting of potential
candidate for an organisation. Whereas, these all role are play by human resource. This is a vital
responsibility which is initiated by organisation in context with any organisation for managing
work force and flow of employee. In addition to this, it is a time consuming process but
eventually have a potential to collect qualified and capable potential in achievement of
organisation. This reports are based on of the most potential organisation Zara, the firm is
usually dealing with various context in clothing and fashion. They used to produce cloth and
other fashion related item in reasonable price (Bernerth and et. al., 2016). The organisation has
number of competitor which pace challenges to Zara. Some of these are Chanel, Christian Dior,
Burberry, Ralph Lauren, Prada Gucci and many more. They used to operate process with
relevance to global level. In which this reports state about various function of human resource
and their several approaches of selecting a candidate. Benefit of HRM is driven with their
practices. The effectiveness and importance of employee relation is being stated with
employment legislation. Various HR practices are discussed.
MAIN BODY
LO 1
P1) The purpose of the HR function and the key responsibilities of the HR function
The human resource management is useful in the context with Zara which is usually
driven with various core function of HR to regulated the recruiting and selection process with
well-defined way. In addition to this, major role is play by Human resource management in such
an effective way which help organisation to supervise the necessities in an employee. The
fundamental and core objective of management is to develop potential of work and help them to
learn and formulated skill regards with environment of firm. This should be creating various
enormous method in context with employee satisfaction and overall raise of productivity that
have best quality to elaborate divisional changes that help and employee to learn new tool and
techniques which help selected firm to achieve organisational goals and objective (Demerouti
and et. al., 2017). Whereas, human resource play function which is based on transaction such as
benefits administrating in aspect with decision-making, record keeping and new employee with a
payroll operation and process. This overall process is maintained by human resource department

to handle staff and control the transactional function which lead to go with several process and
this all depend on shape and size of workforce and budget of firm departments in term with
productivity. In the context with this various function which used to perform by management of
Zara, which is comprised in two categories include managerial function and operational
functions.
Managerial function: As per this, the managerial function is defined as planning,
directing, staffing and controlling. These all aspect is used in process of developing and
recruiting the candidates in such a way which have quality to achieve an objective which is
required by organisation for growth.
Operative functions: operational function is defined as the requirement of an internal or
external process which help organisation to grow effectively, and this all is leaded by operation
which is regulated by human resource in context to employee for their development and training.
In which some of generic function which is being ongoing to develop various management
which is mentioned below:
 Complete task in effective way to develop the objective of firm.
 Analyse the most potential practice for the enterprise to gain advantage.
 Changes being taken if the modification is needed by firm.
 Create and developed employee rate of satisfaction for firm and their job role.
So these are some of the function which is conducted by Human resource management
which help to include some figure like supervising and introducing new plan for the firm to
enhance the growth margin. Operative function deals with centralisation, acquirement
developing strategies for benefits and maintenance (Geldenhuys and et. al., 2017).
P2) Significance that HR play in the acquiring talent to meet business objectives
Development: The Human resource department which have many responsibilities in
aspect to organisation. In this, Zara used to introduce any modification with planning and
development techniques of employee, may be sometime this create negative impact on firm and
usually this changes are being develop positive environment when the employee situation is
being changes in relevance with Zara. This changes and modification help a firm to develop nee
aspect of market behaviour and preference with customer. This help in the development of skill
full workforces to develop skill which is based on alteration of technological or cultural
variances. This provide organisation to gain competitive advantage in various marketplace.

Maintenance: The new policy is implemented in such a way which help to enhance
productivity and motivate workplace. This all tool generally help organisation to engaged
employee of firm longer duration.
Benefits: This is a motivating strategies for employee which help to connected with
organisation. In addition to this, firm rewarded those employees which have better performance
and contributing in organisational growth.
Acquirement: This technique is used to fill the organisational gap between candidates
and operational management team in aspect with placement and developing new technological
changes in firm. This is a duty of management to select those candidates which provide value of
chain to vision of firm.
Assessment of the approach
Recruitment and selection is one of the main objective of management. It is a process of
identifying need for a job, defining requirements of position & job holder, advertising position
and selecting best candidate for job. Success of a company is depending to a large extent on
quality of its staff. These are various recruitment and selection approaches used by Zara are as
follows:
3.1 Workforce planning:
In the context with the selected firm, the workforce planning is defined as the process of
analysing, forecasting and planning workforce supply and demand assessing gaps and
determining target talent management in this which help to develop the intervention that ensure
the firm to select the right person. The right person has proper skill and knowledge which help to
create the strategic objective.
Recruitment and Selection
It refers to a process of attracting and obtaining applicants for job, from available recruits.
It is an activity that links the employers and job seekers. There are two types of approaches
which are used by Zara for their recruitment (Gupta and et. al., 2016).
Internal recruitment
It refers to filling vacancies for a job within a business from its current workforce in the
organisation.
Strength: Main strength for recruit employees from internal sources that it reduces time
of hiring and also save money for the company.

Weakness: Internal recruitment creates conflict amongst colleagues that create a bad
environment in organisation. Pool of applicants is limited in internal recruitment.
External recruitment
It opens the pool for job candidates other than existing staff. It is a process of hiring
candidates from outside the organisation by using external channels such as, campus placements,
media advertising, E- recruitment.
Strength: Recruitment through external sources provide a large pool for candidates from
which best one is selected for organisation. Outside people are come with new ideas that help in
the growth and development of company.
Weakness: It is an expensive process because of advertisement and interviews required.
This process takes more time for finding best candidate form pool of applications.
Selection
It refers to the process of selecting a qualified person who can successfully doing a job
and contribute in the growth of organisation (Lin and et. al., 2017). It means selecting the right
person at a right job.
Preliminary screening: This process provides necessary information to prospectives
applicants, such as nature of job. It elicited necessary information from candidates such as their
education, experience, skills, salary expected etc.
Strength: This method helps in selecting best candidates from pool of applications for an
organisation. It selects candidates on the basis of their qualification and experiences. Zara use E-
selection which reduce time required for selecting the best candidate.
Weakness: Whether company selecting best candidates according to their qualification
and experiences they also require training. Training to selected employees incurred a huge cost
and time. At a time of selection, it is difficult to find capability on the basis of their qualification
and experiences.
From above analysis it is clear that all approaches of recruitment and selection are very
important for growth of Zara. So it depends on organisation to carefully select best approaches of
recruitment and selection (Wiersema and et. al., 2017). Good employees help in achievement of
goal of organisation.
Development and training:

As per this, Zara used to provide the development and training because this one of the
most important factor of human resources management. The main objective of this training and
development which is help to develop the employee skill and behaviour as per the aspect of
learning new techniques of doing work in effective way.
3.4 Performance management and rewards system:
The rewards system is an organisation is set of process which help to provide through the
management which have to control the behaviour of employee at work. This is all about to
creating the system that help HR manager to identified the performance of the work in context
with the current goal of the organisation and also to attract the new employee which help to join
the employee by creating the attraction in future.
M1) Example to examine the various method used in the HR practice
The major strength of HRM practice are is to select potential candidates for organisation
to achieve the goal and objective. As per this, it helps to choose talented and potential candidates
for them accomplish of goal which is create by organisation in order to their productivity and
profitability. In addition, this function helps them to select qualified candidate in such a way
which help in growth of organisation for longer period of time.
M2) Strengths and weaknesses of different approaches to recruitment and selection
There are various strength and weakness which is discuss above. The evaluation which is
mentioned is about how effectively this practice help them to choose those candidates who have
talent and confidence in order to make organisational benefits. The weakness of this HRM
practice is time taking and need some cost to organise interview and process to select best one.
D1) Evaluate the strengths and weaknesses of different approaches to recruitment and selection,
supported by specific examples
There are various strength and weakness which is important and associated with the
recruitment and selection. As per this, the chosen firm taking an example to understand the
strength and weakness. In this Zara used selection and all process to select those potential
candidates who have ability to understand the operation and process. The weakness is arising in
this is Zara is big multinational company and it is difficult to take time for this process and also it
takes some cost for advertisement and others.

LO 2
P3) Advantage of various HRM practices for employee and employer
This HRM practices is play very vital role in development and completion of objective.
In this, there are number of practices which is driven by Zara (Teece 2016). Some of them are
discussed below:
Training and development: This is defined as the most essential practice which concern
by Zara. Which they are help in improving and imparting of new knowledge and skill based on
employee. This help in achieving the higher productivity where these both are used to make it
easier for both subordinate or employer to improve profitability.
Benefits to employee: The main benefits of this allocated practice are to increase and
improve the skill in newer level. This help to develop additional benefits in other areas.
Rewards management
This approach is being used now day by every organisation to configure their employee
and getting engaged with organisation for their growth and development. This provide rewards
which may be monetary and non-monetary (Long and et. al., 2018). This tool help help
employee to be awarded for their performance and contribution which is made for firm in their
future growth.
Benefits to employee: Main benefits of this is to enhance the employee skill and
knowledge. In context with Zara, they usually beneficial for subordinate as they about inner
ability and work more hard.
Benefits to organisation: This provide advantage in such a way which help organisation
to motivate and inspire employee their performance. In context with Zara, the rewards
management is being used better output in aspect with firm. Employee energetically do their
work which help to enhance productivity.
Balance work life
As per this, in context with Zara, they provide work life balance and have durable
working hours in management for their work-related forces. This is an essential thing on which
they are used to provide balanced life to their employee. So, in addition to this the organisation
goals is achieved without facing any issue which related to stress and mental problem in view
point of employee.

Advantage to candidate: This provide an assistance to employee for their work in an
efficient manner which is effective in term with employee and firm.
Advantage to organisation: It is also beneficial to firm which used to create work life
balance in their environment of working culture. This help to getting productive work in
effective way.
As per this overall concept of HRM practices. So, as per this there are benefits are being
achieved in proper manner. This give brief advantage in an organisation in context with
employee and employer.
P4) Potential of HRM practices in enhancing profit and productivity
As per the view point of organisation, this is essential to concentrate on various core of
practices which help to enhance the productivity and profitability in large scale. As per the
selected organisation, firm usually used several techniques for the development of productive
and efficient line of growth (TungLuo 2018). This include various aspect like training and
development, rewards management and various function which is effective for firm. This all
several function is play by HR manager to ensure production and productivity of organisation. In
these all aspect, in context with Zara, they provide training and development plan for firm which
enhance the learning and skills. This help firm to increase ratio and profitability. This practice is
designed in such a way which help employee to synthesize new attribute which is beneficial for
firm in enhancing the growth. This allow an opportunity to employee for their individual growth
and this allow employee to gain advantage in various areas apart from this.
It must be helpful to increase and improve organisational profit and productivity which
have firm vision and mission which must be accompanied by various people in several level.
This various approach help organisation to gain knowledge about various situation. This help
employee to provide strength while facing challenges and they solve issue on their own level.
M3) Different methods used in HRM practices, providing specific examples to support
evaluation within an organisational context
There is various method which is used by organisation in such a way to create profit and
productivity to organisation, in this Zara used this technique in order to provide training and
development. This ultimately help organisation in such a way such as when employee is enough
knowing about the organisation operation then they also use their skill and knowledge to make
contribution in organisational growth.
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D2) Critically evaluate HRM practices and application within an organisational context, using a
range of specific examples
As per the chosen Firm, they used HRM practice to make organisation profit in order to
enhance the sale and revenue of particular organisation. Zara adopt various operation and process
in order with HRM practice which help organisation to enhance profitability and productivity by
using the application such as training and development and so on.
LO 3
P5) Importance of employees for decision-making process of HRM
Employee relation is referring as essential practice which is being management of an
organisation to develop a safe and healthy positive workplace (Sun and et. al., 2016). Employee
relation do not include only about the changing behaviour of employee and management relation.
This also interment to meet new people and make interaction with co-worker and other because
of effectiveness of firm management. As per this Zara have various strategies to create brand
awareness and have ability to fulfil the need and wants of customer. In which the management of
Zara use various significance which develop and generate interpersonal relation between
employee working at specific organisation. In addition to this, Zara usually develop aim to create
positive energetically environment which have ability to play various role and strategies for the
development of employee skill and organisation objectives. As per this, Zara environment is full
of positivizes which help to look on both mental and physical wellbeing of employee's. They
used to develop positive working scenario in overall Zara workplace and if the failure is arising
then regulation of government take legal action and also it damages the brand of image of Zara
in global market.
In this the maintenance of relation which is based on employee and employer can create
impact in decision-making process of Human resource management. The decision of HRM do
not reduce the focus of employee satisfaction and decrease loyalty towards firm. This process is
effective for better communication of every strategy to each person contribute at every step of
their execution. In addition to this, the mental and physical wellbeing of a person is a priority of
company. Whereas, all the decision is finalise as per taking view with employee satisfaction.
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P6) Key element of employment legislation and their impact
Employment legislation is defined as the law, rule and regulation is being drive in base of
employee (O. Nyumba and et. al., 2018). In context with Zara, every employment legislation is
taken under contract and this provision help to fulfil the need and want of employee within an
organisation. In this, manager must be admiring and inspect every step according to the rule and
its consideration must be followed for effective work cycle and regulation. This provide permit
to retaliate the risk and unfavourable situation while ignoring legislation can create various issue
and problem within organisation. This provide additional feature in firm like smooth functioning
for effective working operation. Some of the act which is followed in firm are:
Equality act 2010- This is an act which is help to manage and maintain equality within
organisation and between individual and employee. This act allows to prevent the discrimination
in working place. As per this, the law creates positive impact in various organisation. In addition
to this, Zara follow this law in purpose to eradicate cast ism and racism in working environment
because this type of mentality creates various issue in firm and decrease productivity and
profitability.
Impact: The main theme of this law to make employee well known about their
responsibilities and duties. This law also create impact in employee motivation and morale.
M4) The key aspects of employee relations management and employment legislation that affect
HRM decision-making in an organisational context
There is various act which is followed in order to maintain the harmony and positivizes in
organisation workplace. This legislation includes anti-discrimination law and other minimum
wages activity which allow them to change the decision which is not in behalf of employee and
their benefit. Organisation initiate any program in order to gain more profit and productivity.
D3) Critically evaluate employee relations and the application of HRM practices that inform and
influence decision-making
In term of Zara, the employee relation is necessary in order to gain more profit while
communicating with various preface such as this help in gaining the new idea and while the good
relation is formed within organisation. Sometime employee also advises various techniques and
tool in order to get new idea or innovative activities which help organisation to grow more and
enhance productivity.
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LO 4
P7) Application of HRM practices
It’s very important for an organisation to develop a human resource management plan.
With the help of this plan it’s easy to manage HR task such as recruitment, selection, training,
and benefits to employees. Without human resource management it is an ineffective process that
affect the employees (popa and et. al., 2017). Human resource management is used for managing
employee in the organisation. Main role of human resource management is to oversee critical
areas like, staffing and recruiting, defining employee’s roles in the organisation and provide
comparison and benefits to employees. With an effective human resource management program
its easy to focus on increasing productivity and towards goal of organisation. HRM try to full fill
requirements of their employees to succeed in their roles. For an effective decision making in a
business it is very important to be aware about human resource management practices. Ether
than decision making HRM practices are used for several reasons. Some human resource
management practices are providing securities to their employees, selecting the right person for
right job, provide fair compensation, creating a flat organisation, developing talents and future
leadership, overseeing employee advancement opportunity etc.
HR practices involves strategic operations of human resource management. HR provide
foundation and guidance for managing organisation employees and try to coordinate them with
business plan. For example- these practices help an organisation in planning, organising and
managing their HR department. It improves quality of work environment and culture of an
organisation. Advancement opportunity practice for employees help in increasing the efficiency
and productivity of their employees. Other reasons for using these practices are motivating
people in an organisation by conducting motivational programs. Which enhance employees of an
organisation towards their goal. Human resource management practice help in setting mission
and goals for HR department. HRM practices developing talent in their employees and their
future growth (Spitzmueller and et al., 2018).
M5) The application of specific HRM practices in a work-related context
There is various application which is processed in such a way which provide a knowledge
and skill to improve the environment of employee and turns into positive way. As per this it
helps in planning, organizing and managing their HR department which is an essential activity
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which is must followed in human resource management to manage the employee in preface of
work and task.
CONCLUSION
As per the above discussion, this is analysed that every organisation has importance of
human resource management. In addition to this decision are made with various role and
function which is driven by HRM in context with organisation. Various approaches, practices
and modification which is needed to make effective and efficient working channel of firm,
overall this all aspect help for accompanied of goal and objectives of organisation.
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