Human Resource Management: Theory and Practice

The provided document is a comprehensive solution for a human resource management (HRM) assignment. It covers various topics such as strategic human resource management, international human resource management, challenges in addressing professional competence expectations, human resource management practices, diversity practices, inclusion, and social network analysis. The document also discusses HR outsourcing, transformation through Human Resource Information Systems, and employment legislation. It provides references to relevant studies, models (such as Atkinson's flexibility model and Sirota's three-factor model), and online resources. The solution is suitable for students seeking to understand human resource management concepts, theories, and practices.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1. Purpose and roles of Hr functions......................................................................................1
2. Assessment of the approach to workforce planning, recruitment and selection, development
and training, performance management and reward systems.................................................2
3. Different method of Hr practices........................................................................................4
4. Approaches of employee relation, employee engagement and flexible working...............5
5. Key aspects of employment legislation..............................................................................6
6. Evaluation of employee relations and employment legislation inform decision making and
meets business objectives.......................................................................................................7
TASK 2 ...........................................................................................................................................7
7. The application of HRM practices in a work-related context............................................7
8. Evaluate the use of technology for improving the recruitment and selection process.....10
CONCLUSION..............................................................................................................................11
REFERENCE.................................................................................................................................12

INTRODUCTION
Human resource management is a strategic approach to the effective management of
people in an organization. This help to gain competitive advantage to the business. It is the
practices of recruiting, hiring, developing and managing to employees of organization (Bratton
and Gold, 2017). Present study is based on the “Burberry” is public limited company which is
founded on 1856 in England. This is luxury fashion house headquartered in London. In 2015,
Burberry ranked 73rd in inter-brand's best global brands. Study lays emphasis on the purpose and
scope of human resource management in organisation. Report will highlight the effectiveness of
the key element of HRM practices. Study will analysis internal and external factors how affect to
decision making of Hr manager with employee legislation. It is also highlighted human resource
management practices in organization work environment.
TASK 1
1. Purpose and roles of Hr functions.
Human resource functions are those which increases performance of employees to highest
level according to their role in organization. Purpose of HR functions is to achieve objective and
goal of organization.
Recruitment and Selection:
Meaning of recruitment is attracting candidates or making a pool of candidate for
employment. And where selection is the process through which we can find best candidate. The
main purpose of this function is place right person at right place at right time at right cost (Qadir
and Agrawal 2017).
Key roles and responsibility:
If an organization hire right person for right job it will increase its productivity and
decrease cost of training & turnover. This is main function of HR of Burberry because it plays
role to increase or decrease the output or productivity of an organization. Human Resource
Manager has a responsibility to focus on development of an integrated package of policies and
procedures with the objective of effective and efficient management of people
Training and development:
This is considered as a part of human resource development. Training is a function
which helps to know that where employees are at present and what they have to achieve through
skills, knowledge & abilities. Training can be of two types- On the job training & Off the job
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training. The purpose of HR manager behind organising training and development is to increase
the performance of individuals as well as group. It is used to develop knowledge, skills,
efficiency of employees. To introduce new things, new technology, can get better understanding
with new things (Patel, Budhwar and Katou 2017).
Key roles and responsibility:
Training plays an important role to improve organization culture. After this, optimum
utilization of human resource can be possible. Human resource manager has a responsibility that
they plan and administer programs to ensure that employees have the skills and knowledge to
compete effectively and meet the organization's business objectives
Appraisals
It can describe this as an interview after a particular period to assess the performance of
an employee. The purpose of appraisal to identify worth and contribution of an employee to the
company. Attendance, efficiency, attitude, quality of work, amount of work these are some
factors which considered in appraisals (Kidron, Tzafrir and Meshoulam 2016).
Key roles and responsibility:
Appraisal plays important role for organization because. It plays role for identifying need
if training & development and helping to take decisions of promotion & etc. Human resource
manager has a responsibility to ensure a smooth implementation of the appraisal process.
Significance of HR:
Human resource has a main role in acquiring talent and talent in the form of employees is
acquired by HR. Main responsibility of this is to get a right people. It saves time and money.
And if productive employee is hired it helps to increase the value of an organization.
APPROACHES TO RECRUITMENT AND SELECTION
There are two approaches of recruitment. One is internal recruitment and the other one is
external recruitment. Burberry uses both approaches of recruitment depending on the situation as
both of them have their own advantages as well as disadvantages; such as
Internal approach: internal recruitment means recruiting the employees from within the
organisation. It helps to recruit the employees in the most cost efficient manner but may also
include bias (Bratton and Gold, 2017).
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External recruitment: it means recruiting the employees from outside the organisation which
helps to bring more talented employees to the organization but it is comparatively expensive and
time consuming.
There are numerous approaches of selection.
Burberry uses interview method of selection in case of external recruitment as it helps them to
select the best candidate. Under interview method, first applications are invited and then
interview is taken and based on that interview screening is done and the best candidate among
those who have applied is selected.
APPROACHES TO TRAINING AND DEVELOPMENT
There are two approaches of T&D such as traditional approach and modern approach.
Burberry uses traditional approach to train and develop its employees. Traditional approach
includes both on the job as well as off the job training methods. On the job training method
include lecture, coaching , monitoring , job rotation etc. on the other hand, it also uses off the job
training methods to train its employees such as vestibule training, case study and role playing.
APPROACHES OF PERFORMANCE MANAGEMENT
There are 3 approaches of performance management and they are as follows:
 Trait approach
 Behaviour approach
 Results approach
Burberry uses behaviour approach of performance management which focuses on how
the employees do their job and how the employer manages the behaviour of employees in a way
that leads to improvement in the performance and productivity of the employees (Downey and
et. al., 2015).
APPROACHES OF REWARD SYSTEM
Mainly there are 4 approaches of reward system and they are as follows:
 Compensation
 Benefits
 Recognition
 Appreciation
Burberry uses all these approaches to keep the employees satisfied because if the employees are
satisfied, they would be motivated to perform better and would continue their job in Burberry for
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a longer duration such as they provide medical benefits, bonus as well as they announce the
employee of the month to appreciate and recognise those employees with good performance.
3. Different method of Hr practices.
HR practices are those which develop staff's leadership skills. This can be occurred by training
courses, motivational programs. Basically, strategic operations are known as practices.
 Recruitment & Selection- Searching and placing a right candidate can be called
recruitment & selection. Many methods used by HR for recruitment & selection. Some of
them are
 External Recruitment- When employees hired from external environment of organisation
through recruitment agency, referrals, online recruitment agencies, social media etc
 Internal Recruitment- When a vacant post is filled by organizations employees itself is
called internal recruitment. Employee’s are internally recruited by using the methods
such as transfer, promotion etc. (Bamel and Stokes 2016).
Ex: Vodafone: This is a telecommunication organisation and to filled vacant posts promotion,
transfers methods that is internal recruitment is implied. Whereas Burberry used external method
due to tight deadlines where HR manager focuses on hiring via referral methods.
 Performance Management- It is a process through which identification, measure and
develop the performance of employees. This is a continuous process and based on
mission & goals. Organisation can use various methods such as ranking method, paired
comparison, 360 degree feedback. (Maheshwari and Vohra 2015).
Ex: Vodafone uses 360-degree feedback appraisal methods to manage the performance.
 Reward management- This is a correlation between performance of employee and the
rewards given by firms. This is motivation or encouragement which given to employee
in form of reward. Reward can be given financially, non-financially, performance based,
membership based. Various type of reward management methods are used by company
like recognition, bonus, incentives etc. (Downey and et. al., 2015).
 Ex: Vodafone uses performance bonus system as its reward system. And Burberry used
feedback and promotions as reward (non-financial).
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4. Approaches of employee relation, employee engagement and flexible working.
Approaches are help to Burberry for improving their productivity and profit of
employeesemployee’s relationship and engagement.
Atkinson flexibility model
Atkinson flexible model is a managerial and organizational technique model which used
to optimised allocation of human resources according to the market flexibility and its suitability
in the organization (Atkinson flexibility model, 2017). This model is effective for maintaining
flexibility in the organization. Flexibility is important for the organization growth and easy
working. Atkinson has three different forms of flexibility that are as follows:
Functional area: This is associate the high levelhigh-level skill of the worker at different task.
This allow Burberryallow Burberry to provide appropriate training and relocate the payment and
rewards to motivate the employees in the organization.
Numerical area: Numerical flexibility means that employer can match the demand of employee.
Manager of Burberry can achieve this by the different flexible employment method like short
term contract, outsourcing and temporary workers (Brewster and et.al., 2016).
Financial flexibility: This refers to capacity of organization to adjust the price of worker
according to their needs and wants of the worker within the Burberry. This related to and
supportive of numerical and functional flexibility.
Sirota's three factor model of employee engagement
Employee engagement is very important in the organization (Sirota's three factor model,
2016). This model refers for the maintaining employee relation in the organization. This model is
effective for employee engagement. This is achieveachieved through the satisfaction of three
engagement factors that are as follows:
Achievement: Team member want a chance to achieve while on the job. Manager of Burberry
can give rewards to employees against their well performance in organization. When manager
provide rewards to their employees then they feel safe and give contribution to achieve
opportunity.
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Camaraderie: Manager of Burberry candevelops the culture and environment of the
organization. This help to promote interaction and team building within the firm. It is help to
improve productivity of the employer and employee (Wilton, 2016).
Equity: The concept of equity and fairness is treating everyone same in organization with
respect. Burberry need to provide safe working environment to their employees and give positive
respect to others. By this they will able to improve productivity and profit of the company.
Both theories help to maintain the effective relationship of employees engagement in the
Burberry. Employer provides flexible working condition to their employees then they feel
flexible with their work. That both approaches help to employer to make positive relation within
the organization.
5. Key aspects of employment legislation
Employment legislation is the law of employment within the organization (Employment
legislation, 2017). This affect to the policies of the organization with employees, employers and
union directly. The laws are as follows:
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Illustration 1: sirota's three factor model
Source : (Sirota's three factor model. 2016)

Safety and healthyhealth act 1974: This act sayssay the healthyhealth and safety work
environment provide to their employees in the organization like safe working condition, flexible
working time etc. ItIts duty of Burberry to provide protection to their employees ansand specially
for woman it can manage the flexible time.
Employment right act 1996: This act provideprovides privilege to employees. These act
includes employment, leaves, study or trainings these are the right of employees. (Boon and
et.al., 2018). For example: Employee of Burberry want leaves against if their injuries and illness.
In that case manager of Burberry have give paid leaves to their employee.
Employment relation act 2000: Employment relation act provide the legal link between the
employee and employer of the organization.help This law help to maintain the effective and legal
relations between employer and employee. Employer motivates the employee with gifts then
employee give effective contribution. This help to create good relation in organization. It is
effective for improve productivity of Burberry.
Worker's compensation act 1906: According to this law employer and organization provide
compensation, insurance, benefits and rewards to their employees. Burberry can give their
employees compensation. For example: if employee is injured at workplace, then Burberry have
to pay compensation against injuries. This will help to motivate the employee towards give hard
contribution to improve productivity of organization.
Anti-discrimination act 1991: This law prohibits discrimination like sex, relationship status,
parental status, etc. (Delery and Gupta, 2016). This law says treat their employees equal in the
organization. Burberry must have to treat their employees same according to their performances.
They havegive equal right to their employees. This law help to stop discrimination at workplace.
6. Evaluation of employee relations and employment legislation inform decision making and
meets business objectives.
Evaluation of employee relation and employee legislation within the organization.
Employees relation with organization
Employees relation play an important role in the organization. Employer have make
effectivepromotes effective and healthy relations with their employees. Healthy and positive
relation always help to make effective relation between employer and employee of Burberry
(Hollenbeck and Jamieson, 2015). For make effective relation with employeesemployee’s
company have to provide financial and non financialnon-financial rewards to employee for
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motivate them positively. If employees are motivated by the employer, then they are givegiven
hard contribution to improve their productivity and profit of the company.
Success and high productivity isare always depends on the employee and
employersemployer’s relationship. Employees must be comfortable with each other for a healthy
work environment. It is the duty of leaders and managers to deduct conflicts in the team, and
encourage the healthy relationship among employee. This relation helphelps to improve
productivity and profit of Burberry. Burberry make strategies and comply with legislation to
create effective relations with the employers like communication, schedule a get together on
timely basis, involve team mates together in every task.
Impact of employment legislation
Laws and regulations are affect to Hr practices of Burberry. It is necessary for the
company to apply employment legislation. With this, company provide equal pay to the
employees, remove discrimination etc. by providing basic facilitates to employee. This help to
Burberry to engage with employee (Rothwell, Hohne and King, 2018). Burberry can minimize
the discrimination at work place. By these employees do fair changes in there performance and
they are engaged towards the decision making of Burberry. This law provide fair and equal rights
to employee. With this law and practices are help maintained discipline in the Burberry.
TASK 2
7. The application of HRM practices in a work-related context
HRM is an effective approach to manage people effectively for their performances. This
HRM practices help to achieving objectives and improve productivity in the organization.
Job Description
Job Title Human resources assistant
Department Human resource
Reports to Human resource department of Burberry
Role (main purpose) Employee relation, payroll, training
Responsibilities Managing job application, scheduling interviews, assisting current
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employees with their queries.
Qualification Bachelor's/master's degree in Human resource management.
Person specification
It is done to determine the qualification, experience require in person to being selected
for the particular post. This describes the skills and competencies that are required to perform the
role as per that selecting the best candidate for this vacant post.
Title of the job Human resource assistant
Date: April 2019
Qualification required Essential Desirable Met
MBA in human resource
management
certificate of software
training
Yes
Yes
Need of Experience
1.5-year experience in HR
field.
Experience in
administration of benefits
and other HR programs
(software)
Yes
Yes
Personal characteristics
& conduct
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Effective oral and written
communication
Time management and
self-discipline
Multitasking, team work
and collaboration
Yes
Yes
Yes
Human resource assistant interview questions
1. What software applications are you proficient with?
2. Are you familiar with any HR.-specific programs?
3. How would you say is multitasking important to an HR assistant?
4. Do you have any experience in same field?
Job offer letter
Job offer letter
Burberry public limited company
(CEO)
London
February 11, 2019
Mrs Jane Smith
[London]
Dear Mrs Smith:
Burberry is pleased to informed you. You are selected for human resource assistant.
We're just a few formalities away getting down to work. Please take the time to review our
offer. It includes some details about your compensation, benefits and the terms and condition of
employment with Burberry.
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Burberry is offering a full-time position for you as Hr assistant. Reporting to immediate
manager starting on 13 February 2019 at London. Expected work hours are 6 days of week and
8 hours of work (10 am to 5 pm).
In this position, Burberry is offering to start you at pay rate of £25000 per year.
Please indicate your agreement with these terms and accept this offer by dating agreement on or
before 13 February 2019.
Thanks and regards
CEO
Burberry public limited company
8. Evaluate the use of technology for improving the recruitment and selection process.
Technologies like online resource, social networking and digital media can improve the
recruitment and selection process of Burberry.
Recruitment process involves identifying a vacancy in terms of responsibility. This includes a
job description based on knowledge, experience and skills are required for the job position
(Coetzer and et.al., 2017). Online recurses help to improve recruitment and selection process
through webpages and blogs that help to analysis the job description and provide suggestions on
making it more appealing to diverse candidate.
Social media attract candidates using strategic like Facebook, Instagram post. It can help
improve the process of selection candidate in organization through social media that match the
resume of previous applicant at portal to current open vacancy.
Recruiter determines the candidate qualification for role of vacant position in organization.
Through digital platform This helpful for improving the recruitment and selection of candidate
through screening software that learns about employees experience and skills and shortlists
candidate for organization.
Technologies are helpful for the Burberry to hire new candidate for the vacant post. By
this company able to hire effective and suitable candidate for roles. This will help to increased
productivity, less risk for bad match and get more strategic for the Burberry.
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CONCLUSION
From the above study it had been concluded that human resource management has
important for the organization growth and productivity. This has focused on the matching needs
of resources for the business with needs and development of employees. Company depends on
its employees because their skills contribute to achieve goals of business. The has based on the
purpose and functions of HRM is applicable to work forces planning. HRM practices was
beneficial for organisation employee and employer. Employees relation is important for the
HRM for decision-making. Employment laws affected to the HRM practices by chaining in rules
and regulation of company.
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REFERENCE
Books and journals
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Online
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and remaining in-house HR function. Journal of Business Research.
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Qadir, A. and Agrawal, S., 2017. HR Transformation through Human Resource Information
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p.30.
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Online
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ion.aspx>
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