Human Resource Management Practices in H&M

This report analyzes HRM practices in H&M, focusing on workforce planning, recruitment, employee relations, and HRM decision-making. It evaluates strengths, weaknesses, and impacts of different approaches and legislation.

HRM
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Table of Contents
Introduction......................................................................................................................................4
Task 1...............................................................................................................................................5
P1. Explain the purpose and functions of HRM applicable to the workforce planning and
resourcing an organisation...........................................................................................................5
M1.Assess how the functions of HRM can provide talent and skills appropriate to fulfil
business objectives.......................................................................................................................6
D1 critically evaluate the strengths and weaknesses of different approaches to recruitment and
selection, supported by specific examples...................................................................................7
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection 8
M2 Evaluate the strengths and weaknesses of different approaches to recruitment and selection
...................................................................................................................................................10
D2.Critically evaluate HRM practices and application within an organisational context using a
range of specific examples.........................................................................................................11
Task 2.............................................................................................................................................12
P3. Explain the benefits of different HRM practices within an organisation for both the
employer and employee.............................................................................................................12
M3 Explore the different methods used in HRM practices providing specific examples to
support evaluation within an organisational context.................................................................13
P4. Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity...............................................................................................................14
M4 Evaluate the key aspects of employees relations management and employment legislation
that affect HRM decision in an organisational context.............................................................15
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D3 Critically evaluate employee relations and the application of HRM practices that inform
and influence decision making in an organisational context.....................................................16
Task 3.............................................................................................................................................17
P5.Analyse the importance of employee relations with respect to influencing HRM decision
making.......................................................................................................................................17
P6. Identify the key elements of employment legislation and the impact it has on HRM
decision making.........................................................................................................................18
P7 Illustrate the application of HRM practices in a work-related context using specific
examples....................................................................................................................................19
M5. Provide a rationale for the application of specific HRM practices in a work-related
context........................................................................................................................................19
Conclusion.....................................................................................................................................21
References......................................................................................................................................22
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Introduction
This report is prepared to analyse the concepts of the practices of the Human Resource
Management. The case study of H & M is taken into consideration to explain the purposes and
the functions which are applied in the case of workforce planning. The functions are evaluated
along with the several approaches used in the recruitment and selection. The specific application
of the HRM practices are also provided in regards to the H & M. The effective relations
maintained with the employees helps in the enhancing the size and productivity of the
organisation which is provided in this report. The effective analyses of the employment
legislation that are applicable to the employees are also provided in this report to develop the
effective understanding.
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Task 1
P1. Explain the purpose and functions of HRM applicable to the workforce planning and
resourcing an organisation
The workforce planning used in the business of H & M defines the concept or the planning. In
accordance with the fulfilment of the vacancy which arises due to certain reasons such as for the
expansion or reasons related to the removal of the individuals. It helps in increasing the effective
performance of the employees by providing access to the effective workers. The performance of
such function is the basic duty of the HR manager present in the H & M.
The functions played by the HR manager in maintaining the effective planning for the workforce
is to help in maintaining the effective relations with the department which helps in enhancing the
maintenance of the effective relations developed with the workers. This also helps in enhancing
the performance of the employees (Armstrong and Taylor, 2014).
The proper appraisal made regarding the identification of the job positions required is also
considered to be one of the functions which are played by the HR manager in the H & M. the
timely appointment of all the vacant position helps in the company to utilise its entire workload
accordingly.
The effective analysis of the skill present in among the workers is also considered to be one of
the functions which are played by the HR manager in the organisation for the effective planning
of the workforce. The knowledge and the skills are used accordingly among the business.
Effective recruitment and selection are also one of the main functions which are assessed by
the managers in the H & M. This helps in the effective assessment of the job analysis according
to the varied requirements (Breaugh, 2012).
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M1.Assess how the functions of HRM can provide talent and skills appropriate to fulfil
business objectives
The several functions which are performed by the HR manager in the H & M related to the
recruitment and selection, skills evaluation and analysis, etc.
The basic and the foremost objective of the H & M are to enhance its global clothing retailer
business. The effective analysis of the skills and placing them in the correct position and the job
role helps the company to attain its business objective effectively. This also helps in the adequate
usage of the resources in the fashion industry (Armstrong and Taylor, 2014).
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D1 critically evaluate the strengths and weaknesses of different approaches to recruitment
and selection, supported by specific examples
There are used the internal and the external approach in the recruitment and selection. The
approaches used have certain advantages and the disadvantages.
H & M while adopting the internal approaches used in these processes get the benefit in the form
of the filing the vacancy related to the higher departments. While sometimes this approach leads
to involving certain conflicts among the workers present in the organisation. The options or the
choices available with the business are in very less number which develops the problems
(Breaugh, 2012).
In case of the external approaches used in the processes the weakness which the company bears
is its costs. For example when there is the appointment of the new employees in the H & M then
the adequate training sessions are organised and when they left then the loss will be bear by the
business. The strength of this approach is the involvement of the fresh talent in the business
which enhances its productivity.
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P2 Explain the strengths and weaknesses of different approaches to recruitment and
selection
Recruitment and the selection are two procedures which are used in the business of H& M for
filing the job vacancy arrived. The effective approaches are used in such approaches. These
approaches are internal and the external approaches. The internal approaches are the one which
involves the selection of the employees among the inside environment of the business present.
The external approaches are the approaches which use the outside talent to select the individuals.
Strengths Weaknesses
Internal approaches The concept of the internal
approaches proves to be
successful in the business of H &
M when there is the arrival of
the vacancy on the higher posts.
The approach is best suitable to
develop the motivation and the
enthusiasm among the
employees.
This approach also helps in
saving the costs and the time as
there is no need to provide the
training to existing employees.
This approach however used in the
H & M involves certain
weaknesses. These are related to
the involvement of the conflicts in
the organisation among the
selection of the internal employees
only.
This also reduces the cooperation
among the employees which
develops the problems (DeVaro
and Morita, 2013).
External approaches The external approaches prove to
be beneficial in the working if
the business when the new talent
The weakness of this approach
which is faced by the H & M
provides more time and the costs of
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is involved in the business. This
also helps in developing the
effective procedure and the
usage of the resources.
the selection and the recruitment
procedures.
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M2 Evaluate the strengths and weaknesses of different approaches to recruitment and
selection
The internal and the external approaches used by the management of the H & M in the business
both helpful and such which weakens the functioning of the business. The internal approaches
which are used by the business help in maintaining the management integrity and compatibility
to work harder among the workers present. This also helps in enhancing the size of the
organisation. Reduction in the efficiency of the workers leads to weakening the business
procedures (Tahir, et. al., 2014).
The external approaches are helpful in better management and the administration of the
workforce. But this approach is not considered effective in selecting the individuals for the
higher posts which require effective understanding and the trust.
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D2.Critically evaluate HRM practices and application within an organisational context
using a range of specific examples.
The several practices related to the HRM helps in the development of the certain advantages and
disadvantages in the business of H & M. for example the HRM practices of the organisation of
the training has an advantage in terms of enhancing the skills and disadvantage in the form of
increased costs and the time.
The practices related to the providing the reward to the employees helps in the business in terms
of the enhancing the motivation level of the employees while it develops the negativity among
the employees who are not rewarded (Armstrong and Taylor, 2014).
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Task 2
P3. Explain the benefits of different HRM practices within an organisation for both the
employer and employee.
There are certain benefits of the various HRM practices which are used among the H & M in
context to both the employer and the employees. The practices which are helpful to both the
employer and the employees are training and development, employee retention, performance
management, employee relations, etc.
The practices of training and development are helpful for the H & M in the development and the
growth of the employees. This also helps in guiding the individuals about the performances of
the work and the effective utilisation of the resources. This also helps in enhancing the skills of
the employees in the business. The effective training is helpful in context to both the employee
and the employers (Businesscasestudies, 2017).
The HRM practices used help in increasing the employee retention ratio which is beneficial for
the business in the long run. The employees which are retained in the business work more
effectively and efficiently and ensure profitable results for the company.
Effective relations are also maintained with the application of the effective HRM practices. This
also benefits the business in the enhancing its productivity and the efficiency to work.
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M3 Explore the different methods used in HRM practices providing specific examples to
support evaluation within an organisational context
The employees or the workers which are present in the H & M are provided training and
development sessions to enhance their skills and the productivity. There are certain methods
which are used in providing such training and which can be used to develop the learning
capabilities and the skills among the individuals. The methods which are used are related to the
training sessions, organisation of the group discussions, mentoring, etc.
For example, in case of H & M, the training sessions organised helps the individuals to develop
the effective skills and the practices. These practices used in the management in receiving the
effective outputs and the rewards. This practice also helps in providing the benefits to the newer
individuals involved in the working (Kucherov and Zavyalova, 2012).
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P4. Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity.
The different HRM practices such as the training and development, employee retention, etc. help
in the delivering the adequate skills to the employees. There are involved certain resources and
the investment in the organisation of such development procedures. Hence the concept of
training used in the business helps in the business to enhance its productivity in terms of the
costs and size. This also helps the company to develop the motivation among the individuals to
work effectively. It also helps in the company to formulate such decision which helps the
individuals to save them from the conflicted environment (Businesscasestudies, 2017).
Hence it is proved that the investment made by the business in the organisation of the training
and the development sessions helps the company to enhance its productivity and the profitability.
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M4 Evaluate the key aspects of employees relations management and employment
legislation that affect HRM decision in an organisational context
The direct communication with the workers of the H & N helps in the business to develop the
direct contacts with the business. This also helps in the development of the friendly environment
where the views of the employees are considered.
For example, in case of H & M if there is involved the conflict then it is solved by the HR
managers and it also affects the decision making the procedure of the company.
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D3 Critically evaluate employee relations and the application of HRM practices that
inform and influence decision making in an organisational context
The several practices related to the HRM which are provided in the employees to develop its
abilities and the effectiveness. For example, if there is involved any kind of dispute in the H & M
then this is handled by the HR managers effectively and hence such cases affect its decision
making.
Advantages: The direct communication of the business with its workers present in the business
of H & M helps in developing the insight about the exact position and the analysis of the
business position. This also helps in the development of the communication and the coordination
among the employees (Singh and Mohanty, 2012).
Disadvantages: Some of the HRM practices also lead to develop certain conflicts in the business
which hampers the business relationships way the employees.
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Task 3
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25 January 2018
P5.Analyse the importance of
employee relations with respect to
influencing HRM decision making
The decision-making process by an HRM
provides for including all sorts of employee
relations. Employee relations are considered
to be necessary for understanding the need
of the important decision-making process in
H&M. it is very important that all sort of
relation in an organization is concerned by
an HRM manger in order to reach effective
decisions (Scullion & Collings, 2011).
There is necessity for having improved
conditions that are necessary for the
improving certain types of relationships
such as:
Improving communication among
management and employees:
For achieving successful management of the
employee relation at workplace in H&M it is
necessary that there must be a set process of
communication that must be improved in
terms of having proper management of work
that has been to be assigned to employees
and management. Thus, it makes it
necessary that proper management of
assigned work and all sorts of issues are to
be sorted at lower level. It is necessary that
there is implementation of all policies after
having it communicated with employees
therein in H&M.
Conducting programme for career
development:
All organization focuses on career
development of its employees in order to
provide them with an opportunity in terms
of growth in company after having an
experience. This can be done by allowing all
sorts of activities that will in improving
career scope of its employees. This will be
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done in order to meet efficiency of
organization.
Sharing of vision:
It is necessary that all decision-making
process is to be concluded by using views
and feedbacks of all employees in an
organisation. This will help in improving
efficiency of employees towards their work
and will also increase their interest in
company. This will ultimately have an effect
as to building up trust towards company.
Thus, it is necessary that all sort of decision-
making process in H&M is to be influenced
by the employee relations that exist in terms
of building strong and necessary faith of its
employees towards company. Thus, it is
necessary that all decision-making process
in any company is being influenced by
employee relations.
P6. Identify the key elements of
employment legislation and the
impact it has on HRM decision
making.
The important legislation that is necessary
for being followed by H&M in order to have
impact on its decision making is to be
included in respect of effective human
resources management. The legislation that
is to be followed is being discussed
hereunder:
Equal Pay Act, 1970: this law provides for
making all employees are to be paid equal
however, it is necessary that they must be
paid according to post and position held by
them in company. Thus, all policies
regarding wages and remuneration are to be
framed in accordance with provisions of
Equal Pay Act, 1979 where there shall be no
discrimination among employees.
Health and Safety at Workplace ACT,
1974: This act provides for eliminating all
sort of negligence of employer while
working at workplace of organisation. This
Act aims at binding administration and
management of H&M for having assurance
regarding health and safety of employees at
workplace at priority basis (Tyson, 2014).
Equal Opportunity Act: This Act provides
for making management to be liable for
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making any sort of discrimination among
employees in regard to their sex, abilities
and disabilities. It further provides for
providing equal opportunity to all
employees which are working at their
workplace.
Equality Act of 2010 is another legislation
that provides for having effective control
over discriminatory process at the time of
recruitment or at the time when employee is
part of organisation.
Image: Human Resource Management
Pyramid.
(Source: advisoruncle.com, 2018)
P7 Illustrate the application of HRM
practices in a work-related context
using specific examples.
Human resource manager it is necessary for
establishing certain in order to have
effective recruitment process to be adopted
in H&M. The particular form of criteria that
have been including by H&M provides for
having proper inclusion of specific
recruitment process that is to be based on
experience, qualifications, previous position
that has been held by an employee in any
organisation (Van den Brink, et.al. 2013). It
is necessary for the human resource manager
to have applicability of all human resources
management practices in terms of selecting
an employee who is best for the vacant post.
H&M human resources manager are focused
on framing policies that are to be based on
policies that are based on Michigan and
Harvard model for selection and recruitment
process.
These two models for recruitment and
selection are being followed by Human
Resource management in H&M. These
models have helped in recruiting best
employee out of all applicants applying for
particular post at company. This will help in
proper execution of policies that are related
to Human resources management for
appointing right man for right post.
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M5. Provide a rationale for the
application of specific HRM
practices in a work-related context
The spectrum of HRM practices holds a
wide field in term so to have an effective
management of Human Resources process
that is selection and recruitment. H&M is
focused on adopting effective method for
providing effective Human Resources
management in the company. Human
Resource management practices provide for
making efficient efforts in terms of bringing
effective management of employee relations
and enhancing decision making policies of
the company. H&M managers of human
resource management aimed at effective
implementation of Human resource
practices. This will helps in ensuring that
there is proper and unbiased recruitment
process that takes place at the company
(Varma and Budhwar, 2013)
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Conclusion
Human resource management practices are effective in terms of having effective
management of all recruitment processes that will provide for aiming ease in such process.
The models that are being followed by H&M are Michigan and Harvard model of recruitment
and selection process. The diligent efforts of Human Resources management of H&M
provide for implementation of all human resources management practices in terms of having
effective employee being recruited in the company. The internal and external factors that are
related to decision-making process are having crucial impact on decision making process
methods that are necessary for farming policies for the company.
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References
 Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource
management practice. Kogan Page Publishers.
 Breaugh, J.A., 2012. Employee recruitment: Current knowledge and suggestions for
future research. The Oxford handbook of personnel assessment and selection, pp.68-
87.
 Businesscasestudies, 2017. How training and development supports business growth.
[Online] Businesscasestudies. Available at:
http://businesscasestudies.co.uk/tesco/how-training-and-development-supports-
business-growth/training.html [Accessed: 25 January 2018].
 DeVaro, J. and Morita, H., 2013. Internal promotion and external recruitment: a
theoretical and empirical analysis. Journal of Labor Economics, 31(2), pp.227-269.
 Kucherov, D. and Zavyalova, E., 2012. HRD practices and talent management in the
companies with the employer brand. European Journal of Training and
Development, 36(1), pp.86-104.
 Scullion, H. &Collings, D., 2011. Global talent management. Routledge.
 Singh, R. and Mohanty, M., 2012. Impact of training practices on employee
productivity: A comparative study. Interscience Management Review, 2(2), pp.87-92.
 Tahir, N., Yousafzai, I.K., Jan, S. and Hashim, M., 2014. The Impact of Training and
Development on Employees Performance and Productivity A case study of United
Bank Limited Peshawar City, KPK, Pakistan. International Journal of Academic
Research in Business and Social Sciences, 4(4), p.86.
 Tyson, S., 2014. Essentials of human resource management. Routledge.
 Van den Brink, M., Fruytier, B. and Thunnissen, M., 2013, ‘Talent management in
academia: performance systems and HRM policies’. Human Resource Management
Journal, 23(2), pp.180-195.
 Varma, A. &Budhwar, P.S., 2013. Managing human resources in Asia-Pacific (Vol.
20). Routledge.
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