Significance of HR in Acquiring Talent for Business Objectives

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.