HRM Practices and Decision-Making Process

The present report is based on Human resource management and HR functions in River Island. The company operates its business in countries with the help of HRM, where human resource management plays its role by hiring new people in firm and using promotion and incentive methods for rewards systems. Employment legislations and employee relations are found to be effective in the company, informing decision-making processes and helping gain business objectives.

Human Resource
Management

Contents
Contents...........................................................................................................................................2
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Introduction of River Island including mission statement, business objectives and purpose.....1
Purpose of HR functions, roles and responsibilities....................................................................2
Approach to workforce planning, selection and recruitment, performance management,
development and training and reward programs.........................................................................2
Different methods used in Human resource practices.................................................................3
TASK 2............................................................................................................................................3
Job specification for Human resource manager...........................................................................3
Documentation of preparatory notes for interviews, selection criteria........................................4
Job offer letter for Human resource manager..............................................................................5
Evaluation of hiring process and rational for conducting proper HR practices..........................6
Effectiveness of employee relations and employee engagement................................................7
Key aspects of employment legislation within which River land work......................................8
Employment legislation and employee relations inform decision making and meets business
objectives.....................................................................................................................................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management is procedure of managing workers and all the staff
members in organization. HRM is the best way in which firm hire new applicants or workers and
provide training to existing and new employees (Noe and et.al., 2017). As they have many
responsibilities while working in company such as River Island, the present report is based on
River Island firm. It is London high street fashion brand; they operate their business in number
of global markets. It explains over all background of organization including purpose, mission
statement and core business objectives. This study justifies purpose of HR function,
responsibilities and role of human resource action and also explain significance of HR in talent
acquiring to meet business objectives. It clarifies approach to recruitment and selection, reward
systems, workforce planning, development and training and performance management.
Moreover, it defines different methods used in HR practices and also define Job specification,
preparatory notes for interviews. It explain process of recruiting and also clarify effectiveness of
employee relations and employment legislations that impact decision making and meets
objectives of business.
TASK 1
Introduction of River Island including mission statement, business objectives and purpose
River Island is high street fashion company in London founded by Bernard Lewis and his brother
in 1948, it is private organization. They operate 350 stores in number of international markets
such as Middle East, Asia, UK, Ireland, Europe and alongside 6 online websites that managed in
4 currencies, ships to over 100 nations globally.
Mission statement-
River Island wants to provide better and hottest new looks to its customers, they need to
satisfy their consumers through offer the best services or products.
Business objective-
Company needs to offer its best, they try hard to satisfy customers and work according to
them for increasing profit and to gain competitive advantages.
Business purpose-
River Island purpose is to provide affordable and stylish clothes to clients, they want to
change look of people and manufacture clothes according to their needs.
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Purpose of HR functions, roles and responsibilities
Human resource play vital role in River Island company, strategic management, human
resource development, total rewards system, workforce planning and employment, policy
formulation, risk management and labour relations are the major functions of HR (Cooke, Saini
and Wang, 2014). Through all these practices HR can be able to help company as business
growth and success. The main purpose of Human resource management functions is to manage
several needs and fulfil requirement of River Island workers. From Human resource department
to financial maters to legal matters they help in increasing efficiency of firm.
HR functions roles and responsibilities-
Human resource management role is to employing people in organization, provide training to
them, developing policies related to workplace in context of workers safety, HR play their
essential role in developing strategies for company to retain employees for long term period.
Responsibilities-
HR department managed range of various functions, they have number of responsibilities
which they need to managed effectively. They need to maintain interoffice relationships, hire
new and talented people in firm that helps to gain business goals and also responsible to
managed or maintained interpreting employment laws.
Human resource section plays significant role in talent acquiring procedure, they hire
new skilled and knowledge people in River Island company according to requirement or needs.
HR is responsible to acquire talented workers; they ensure company to have the best people and
recruit the most talented employees in talent pool. Skilled people help to achieve business
objectives and also contribute to generate high revenue.
Approach to workforce planning, selection and recruitment, performance management,
development and training and reward programs
Approach to workforce planning- Workforce planning is one of the human resource practices
that help to gain profit for company. It is the procedure of forecasting, analysing and planning
workforce demand and supply. HR department identify where gaps exist between competencies
employee’s future competency and current competitors’ requirements. They fill gap through
implement gap reduction plan, they hire new people to fill the gap.
Method for recruiting and selecting people- Human resource management identify required
vacancy in River Island and evaluate need of workers. After identity workforce needs, they
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develop recruitment plan and post position through social media. HR conduct interview and
select the best and talented candidate among range of people. There are two types of recruitment
methods which are as follows:
Internal recruitment – In this process, recruitment is done within the organization employees and
relatives.
External recruitment – In this organization recruit people from outside the company or around all
over the world.
Approach to performance management- HR function is performance management; they give
rewards and plan incentives for workers in organization that helps to manage performance of
staff effectively. There are different methods which are explained below for performance
management.
1. Rating scale: The rating scale consists of several numerical scales that represent performance
criteria such as reliability, initiative, results, attendance, attitude, etc. Each scale ranges from
very good to bad. The overall numerical results are calculated and the final conclusions are
taken. Benefits - Adaptability, ease of use, low cost, all types of work can be assessed, a large
number of employees involved, formal training is not needed.
2. Checklist: This method provides a checklist of employee characteristics in the form of
questions based on yes or no. Here, the sample will only carry out accountability or verification
and the human resources department. Benefits - Efficiency, easy administration, limited training,
standardization. Disadvantages - shifts in retransmission, inappropriate use of HR loads do not
allow relative assessment.
Developing and training- HR management plan training and development session through
identify requirement in workplace. They make plans and strategies for improving knowledge and
developing skills more than before in everyone.
Rewards system- HR rewards system approach is based on identify workers performance, they
evaluate interest of working among employees and then give rewards to them. There are various
strategies for evaluating reward system which are as follows:
 Performance Award Link
 Introducing Team Awards for interdependent work such as Xerox.
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 Make sure the price is reasonable. For example Wal-Mart rewards top managers based on
overall business performance, while frontline employees receive bonuses based on sales
or goals achieved by their business.
 Make sure prices are valued by employees.
 Look for unwanted consequences from giving compensation practices.
Different methods used in Human resource practices
Offline interview and online interview-
Offline interview is referring to the procedure of recruiting people, Human resource
management hire workers through conduct face to face interview.
Online interview is the process of selecting and hiring employees, through online form people
can be able to give interview directly.
Promotion and incentives- HR management identify workers skills and chose the best person
among all of these; they give promotion to that specific person and give incentive to staff
members that helps to retain talented people in company for longer. It considers as rewards
paying system that is beneficial for business growth and success.
TASK 2
Job specification for Human resource manager
Job Specification
Job Title: Human resource manager
Report to: HR senior officer
Job overview:
HR manager is responsible for overall management of HR department. They required managing
activities such as job recruitment, design and performance management.
Responsibilities and duties:
 HRM is responsible to manage workers.
 Human resource manager has duty to hire or recruit new candidates.
Qualification:
 Bachelor' Degree in HR or related field required.
 Master’s degree in Human resource management, business and related field p
Experience:
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 2-year experience
 Experience in managing and supervising professional staff
 Experience in aggregate locations and international plus for Human resource manager
job applicants.
Documentation of preparatory notes for interviews, selection criteria
Preparatory notes are process of making preparation before taking any action or going for
interview. In these notes all the required things have been mentioned earlier which is essential
for succeeding in interview procedure (Paillé and et.al., 2014). New candidates always do some
preparation before going for an interview in multinational organization such as River Island. In
short preparatory notes is copy of paper or sheet can be made through individual person. Before
going for interview in company I need to take some action and prepare for interview process.
First, I try to gather information and research about firm background and find out it
operations, size functions and activities at international level. I do this preparation because in
interview procedure interviewers mostly ask candidates what they know about firm and with
little preparation I can answer confidently.
Second, through internet I will try to find out types of questions commonly asked of
person applying for specific type of job. For example, I am applying for HR manager role, I
might be asked how I managed professional team or group of people.
Third, before going for interview I have to gather all the high education marks sheet,
additional course certificate, my ID prof and other essential things.
Fourth, Dress well I have to dress well before interview procedure and wear casual
clothes that both comfortable and is fit well.
Preparatory notes for selection criteria-
In interview procedure, interviewer considered candidates skills which is very essential
for job role, they try to communicate with selected person to find out their skill and abilities.
Interviewer in multinational company considered new applicant does have appropriate
knowledge about managing staff and other work related with specific job position. During
selection time interviewer take some written test and oral test related to job which helps to
identify person abilities. They prepare list of standard questions focusing the applicant's abilities,
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skills and past work performance that they want her/him to answer. They try to ask some
questions to person that support to know more about him/her.
Job offer letter for Human resource manager
May 15, 2019
Mr. Tom Harry
123 Main street
Burford, CA 24575
Dear Mr. Tom,
River Island organization is pleased to offer you the position of Human resource manager,
employee relation. Your experience and skills will be ideally fit for our HR Department. As we
discussed, your job starting date will be June 1, 2019.
Fully family medical and health coverage will be given to you through out organization's
employee benefits plan and will be effective on May 15. Optical and dental insurance are also
available for you, River Island provide flexible paid time off plan which includes personal,
holiday and sick leave. Time off increase at rate of particular day per month for your first year,
the maximized based on your term with firm. Eligibility for River Island retirement plan starts
30 days after your job starting date.
If you are interested to accept this job offer letter, please sign second copy of this official letter
and send it to me.
When your acceptance is received, company management will send you employee welfare
enrolment forms and employee hand book which inform you our retirement plan and benefit
plan. We look forward to welcoming you to River Island team.
Please let us know if you have any query or I can give any additional information.
Sincerely,
Shirlen Lee
Officer, Human resource
River Island company
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Evaluation of hiring process and rational for conducting proper HR practices
Recruiting process refer as technique conducted by interviewer's personally, they rely on
scoring program to identify right and appropriate candidate for job based on applicant's skills,
experience, knowledge and attitude. Selection is procedure of picking or selecting right
applicant's with prerequisite capabilities and qualifications to fill HR manager jobs in River
Island.
Steps in selection procedure:
Step 1: Preliminary interview- It is called as screening interview, where many
candidates are eliminated from next selection procedure who do not meet with minimum
eligibility criteria as needed by company (Albrecht and et.al., 2015). Interviewer plays essential
role in this whole process, they take interview of each one of the chosen applicant's. They
checked here person academic qualification, family backgrounds, skill sets and candidate interest
in working with organization. Preliminary interview is basically done to eliminate unsuitable
applicants, before proceeding with full fledged hiring process. Few of the candidates qualifies in
this process.
Step 2: Receiving applicants- Qualifies person required to fill application form in
prescribed format, it contains applicant information such as qualification, age, experience, etc.
this data help interviewer to get good ideas about applicant and develop questions to get more
details about him/her.
Step 3: Screening of applicant- After receiving candidate applications, screening team
screened it, they prepare list of those people whom they think or find appropriate for interviews.
Step 4: Employment test- After passing three steps candidate need to pass out
employment test. To check person mental ability and skills, many tests has been conducted by
interviewer.
Step 5: Interview- In above step interviewer take session or test and gain more
information about Him/Her. Know here candidate is selected for interview wherein some
questions asked by him/her to discover more about her/him and to provide them right image of
kind of job he/she is required to perform.
Step 6: Reference Checking- It is the main part or step of interview process, here
company usually ask for references from chosen applicant to cross check authenticity of data
provided by her/him.
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Step 7: Medical Examination- Here mental and physical fitness of selected person is
checked to assure that he/she is able to perform job.
Step 8: Final selection- After passing all the steps, only one person has been chosen for
job role, he/she is finally qualifying all above rounds of interview selection procedure, company
give appointment letter to join organization.
Rational for conducting proper Human resource practices- The main reason for
conducting tests is to judge right or suitable of candidate for HRM job in company. The main
reason behind choosing appropriate practices of HR for conducting interview is to select right
and suitable candidate in company. It is very important to conduct right HR practices finding out
the best applicant who are suitable for specific job role. Selection process is length procedure,
appropriate practices helps to accomplish work effectively.
Effectiveness of employee relations and employee engagement
Employee relations-
Employee relations define River Island efforts to manage relationships between
employees and employers. Good employee relationship is very effective as it helps to make
healthy environment around work place (Kramar, 2014). An company with better employee
relations system provide consistent and fair treatment to all workers so they will be interested
and committed with their jobs and loyal to firm. Workers want to feel comfort or good about
where they work and what to do, employer helps to make people feel good and comfortable in
workplace. When workers have healthy relationship and strong connection with their employers
the whole firm benefits, as it shows effectiveness of employee relations. Leader try to
communicate with their staff members about company vision and mission that helps to build
strong and good relationship among them.
Many federal and state laws regulate relations between employers and employees. Some
federal laws that affect this relationship include the Law on Fair Labor Standards Wages,
Working Hours and Minors, the Civil Rights Act (Prohibition of Discrimination on the grounds
of Race, Color, Sex, Religion or Disability in Recruitment, Benefits of Exemption or Employee
Training, laws on safety and health in the workplace health and safety at work and Social
Security Law old age insurance, survivors and disability to ensure Medicare and insurance.
Three other laws that protect federal employees are the Law on Pension Creation (the Law on
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Pension Plans), which makes Americans disabled (Disability Discrimination) and the Family and
Medical Law (not paid for personal reasons).
Employee engagement-
Employee engagement is work area approach resulting in appropriate situations for all
staff members of company to offer of their best each day, motivated to support to organizational
success, committed to their firm's values and goals with enhance sense of own wellbeing.
Employee engagement is very effective way that help to reduce staff turnover, retain talented
people in workplace, improve efficiency and productivity and also contribute to make more
profits.
Flexible company is one that is capable to respond and adapt relatively faster to changes
in its external environment in order to gain profit. With the help of flexibility organization can be
able to make some changes in their business structure and make decision with the helps to
employee engagement. There are many factors such as political, social, technology,
environmental, legal and economic that affect company functions and activities the most.
Flexible working is one of the best ways to make good employee relationship, in this
practice working styles can be change based on employee requirement and needs. Working from
home, having flexible start and end times is considered as flexible working practices in which
workers feel comfortable and happy to work in this environment.
Flexible working practices and flexible organization and its environment is the employer
choice. Flexible working environment or practices attract people more towards firm and also
helps to retain talented workers with them for longer term period.
Key aspects of employment legislation within which River land work
Employment legislations-
Employment legislations is law or rule that governs employment within workplace with
all workers who works (Purce, 2014). It impacts employees, unions and employer directly,
employment legislation also affects company overall functions and activities. It is combined
action of federal labour laws such as Civil Rights Act 1964 and Age discrimination in
employment Act 1967. The main purpose of this practices is to provide employees and new
applicants with same access to fair treatment in River Island workplace and to employment.
Key aspects of employment legislations:
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Anti-discrimination provision to secure workers against race, gender, age, disability and
working hours, all above are the aspects that covered in employment legislations by law.
According to Civil Rights Act 1964 and Act 1967 company must work and follow all the
principles or features of it. They should provide people equal wages and protect everyone in
workplace against discrimination. In work place River Island must give equal opportunities to
workers that help to grow their personal and professional career. Every one should get the best
facilities while they are working under company. Firm have to treat staff members equally and
fairly, they cannot judge people based on age and gender, organization must offer women’s
workers better services just like male employees without any differences. By following all the
components in business structure firm will grow more and more and provide better services to
customer with effective workforce.
Employment legislation and employee relations inform decision making and meets business
objectives
Employee relations is based understanding and trust among group of workers, good
relationship impact decision making process. River Island employees does have good and strong
connection it will be beneficial for management. Thus, workers with good employee relations
inform higher management in context of any issues or problems easily in workplace that helps to
solve it as soon as possible. Employee relation support to gain business objectives, when workers
have good and healthy connection and strong bound, they are able to communicate with each
other and work in collaboration that contribute to meets business objectives and specific goals.
Employment legislations inform decision making, as management stay up to date with all
the laws in context of workers’ rights, they can take their decision based on it. With the help of
legislations, they can take appropriate actions for wellbeing of everyone in workplace (Jackson,
Schuler and Jiang, 2014). Thus, if company provide equal wages to staff member based on their
performance, employees interest gets increase more towards work it also support to achieve
organizational desired goals and objectives. Discriminations is one of the major issues that put
negative impact on company growth and business success. If River Island management create
discrimination free environment around workplace, they can assure all the staff members about
safety and security. strong relationship and discrimination free working atmosphere help to
increase employees’ interest of work and also support to enhance productivity. Worker prefer to
work within good environment that contribute to gain profit and generate more revenue of
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company. Employment legislations is legal factor that impact HRM practices and decision-
making process the most.
CONCLUSION
The present report is based on Human resource management and HR functions in River
Island. Company operate their business in countries with the help of HRM, human resource
management play their role by hiring new people in firm and used promotion and incentive
method for rewards system. HR conduct offline and online interview as recruiting process
that helps to hire new candidates. It has been concluded that employment legislation and
employee relation is very effective in company which inform decision making process and
helps to gain business objectives. Furthermore, template offer letter, preparatory notes and
job specification has been concluded in this report based on HR manager job role.
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REFERENCES
Books and Journals
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research directions. Journal of World Business. 49(2). pp.173-179.
Albrecht, S.L and et.al., 2015. Employee engagement, human resource management practices
and competitive advantage: An integrated approach. Journal of
Organizational Effectiveness: People and Performance. 2(1). pp.7-35.
Bakker, A.B. and Demerouti, E., 2014. Job demands–resources theory. Wellbeing: A complete
reference guide. pp.1-28.
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. The Academy of Management Annals. 8(1). pp.1-
56.
Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource
management the next approach?. The International Journal of Human
Resource Management. 25(8). pp.1069-1089.
Noe, R.A and et.al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Paillé, P. and et.al., 2014. The impact of human resource management on environmental
performance: An employee-level study. Journal of Business Ethics.
121(3). pp.451-466.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals). 67.
Talent management in China and India: A comparison of management perceptions and human
resource practices. Journal of World Business. 49(2). pp.225-235.
Wright, P.M., Coff, R. and Moliterno, T.P., 2014. Strategic human capital: Crossing the great
divide. Journal of Management. 40(2). pp.353-370.
Online
10 Steps to a Good Interview,2018.[Online]. Available through : <https://work.chron.com/10-
steps-good-interview-2019.html>.
Selection Process,2017.[Online]. Available through : <https://businessjargons.com/selection-
process.html>.
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