Human Resources Management

HUMAN RESOURCES MANAGEMENT

Table of Contents
HUMAN RESOURCES MANAGEMENT....................................................................................1
INTRODUCTION...........................................................................................................................3
HUMAN RESOURCES MANAGEMENT: PURPOSE AND SCOPE.........................................3
Theories related to the human resources management..........................................................3
QUESTION 2..................................................................................................................................6
Key elements of human resource management:..........................................................................6
QUESTION 3..................................................................................................................................8
External and internal factors effecting HRM decision making:...........................................8
QUESTION 4..................................................................................................................................9
Human resource practices:.......................................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES................................................................................................................................1

INTRODUCTION
Human resources management in company or an organisation is a different conception. In
any organisation there are different sectors to carryout perfect administration. The human
resources management is connected with the employee criteria like that of recruiting, training,
assistance, document manging etc. Human resources management is not a petite topic to deal
with (Brewster and Söderström). It covers aspects that contribute to organisational growth, which
are to be properly managed. This entire report aims to bring forth the essentialities of human
resources management in relation to one of the retailers, John Lewis Partnership. This company
is among the vast retailers with a workforce of 98,000 employees. Being one of the best retailers
includes proper management that is associated with challenges. This is a British company which
offers services related to banking, financial and retail-related activities. The human resources
management in this company is structured in a way the retailers all over usually employ.
Human resources management:
All the elements in nature are to be aligned and objectified in a way they are to be. There is
a certainty in every alignment and that makes the difference. The same thing applies to an
organisation or a company. The organisation is made up of different elements that contribute to
the firm and its development. Management is the most flourishing factor in an organisation.
though the company deals with hectic processes, everything falls in place once the management
is perfectly carried (Terziev, 2018). In an organisation, values, ethics, work culture and many
other technical as well as social components are bundled together. For this, every firm allots a
confidential management authority and that is Human Resources Management. The human
resources management is an asset to an organisation. To attain competitive advantage or to align
the workforce properly, their role is rather crucial to any company. The study that deals with
Human resources management is a never-ending theory since every point fall into its lot.
Theories related to the human resources management
Best fit and best practice perspectives: The two perspectives are important and are known
concepts of human resource management. Best fit perspective is when the management is able to
habituate to the organisation’s environment. The two types of managements which are strategic
and human resource managements are analysed with this perspective. Best practice is when the

human activities that are once considered are to be performed in the way they are to be. Then it
can be termed as best practice (King, 2016). Applying this to human resources management in a
company or an organisation, the best fit management is when the HR imbibes all the external and
internal factors whether they are certain or uncertain and gets adapted to the organisation’s
environment with respect to recruiting people, training them further with their allotted works,
managing records of their performance statistics , motivating the employees based on their work
pressures or improvements. The company john lewi’s partnership being the largest retailer
coming to its management it is rather a perfectly structure management where the HR totally
incorporated into the company’s policies of recruiting the right employees since it is a customer-
based retailer and any mistake in its management is directly proportional to its customer growth.
The best practice is when the HR implements the necessary actions and it can also be stated as
‘setting’ a model in the organisation into the management.
Hard and soft models of HRM: Human resource management defines two different forms they
are hard and soft. The soft for of human resources management deals with regular behaviour of
self which are prominent in an organisation (Kmecova, 2018). it ensures commitment which is
key factor to be followed by the work force. Strategic approach towards people must be
inculcated. The hard model in the management is associated with rationalism and is related to
the performance management. The company john lewi’s partnership mostly adopted the hard
model and partially the soft model. Since the retailer deals with heavy loads of work and of more
customer approach, the performance levels must be to the crest for it to stand in the race.
HRM purpose and functions:
Since the company is a retailer and it plays an important role in the economy point of view, the
major functions of the HRM that are put forth in this organisation include:
Job description: the management describes the role of the employee and their duties that are to
be performed. The purpose of this is to maintain a clear working environment.
Recruitment and selection of retail employees: The management selects the people who have
complete knowledge in the retailing (Raineri, 2017). If the right people are selected, then they
will contribute efficiently towards the work.
Performance management: once the company has attained proper recruitment, then its duty is to
train the employees accordingly and distribute the works. The purpose of this is to avoid further
work deteriorations.