Human Resource Management Practices and Challenges

This assignment delves into the multifaceted world of human resource management (HRM) practices. Students will analyze various HRM approaches, examine prevalent challenges faced by organizations in implementing effective HRM strategies, and discuss the influence of these practices on overall organizational performance. The assignment may incorporate case studies, current events, and relevant research to provide a comprehensive understanding of HRM's role in contemporary business environments.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Scope and purpose of Human Resource Management in H&M............................................1
P2 Weaknesses and Strength of approaches of recruitment and selection in H&M...................2
TASK 2............................................................................................................................................4
P3 Advantages of HRM practices in respect of employer and employee in H&M....................4
P4 Effectiveness of HRM practices to increase profitability and productivity...........................6
TASK 3............................................................................................................................................7
P5 Impact of employee relation in decision making...................................................................7
P6 Employment Legislation and its role in making strategies....................................................8
TASK 4............................................................................................................................................9
P7 HRM practice in respect of H&M.........................................................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Functions and operations of an organisation are operated by its manpower (Connelly and
et. al., 2011). Manpower of an business entity is divided in the form of labour, worker,
employees, employers and managers. These are the people of organisation who remains
responsible for object and goals of an organisation. These people operate multiple department of
the organisation. Human resource management department of the company manage these people.
This department is responsible to provide effective and productive employee to perform the task
in effective manner. HRM department uses different tactics, approaches to get professional and
skilled employees. It has a very important place in managing the manpower of organisation.
Hennes & Mauritz (H&M) is an organisation which deals in designing, forming and making
fashionable accessories. Above report is designed to describe the dynamics of Human resource
management in H&M.
TASK 1
P1 Scope and purpose of Human Resource Management in H&M
HR department of the organisation manage the operations and functions of the
organisation (Bhamra, Dani and Burnard, 2011). It is not only responsible to provide human
resources for operational department but also responsible for making strong and healthy
employee relation too. H&M group is one of the fashionable brand in world. It is a brand name
in Europe, Asia and North America. It needs effective and productive manpower to make quality
products. And the employees which would help to increase the sale of the products by their
comprehensive skills. HR department of this organisation is responsible professional designers
and salesmen.
Objectives
Management of manpower in systematic way to attain desired goals of the organisation is
the main objective of HRM department. HR functions and operations helps to maintain the ratio
of employees in other departments of the organisation as manufacturing, sales and marketing and
administrative department of the organisation.
Managerial Functions :
Planning : this is the first stage of workforce planning for operational departments in the
organisation. HR department of H&M keep trying to innovate effective plans which may help
the organisation to achieve set targets.
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Organising: once the plan is made then managers sort out the objectives and targets to
consolidate all the departmental efforts in one direction. Preparing an structure to work together
is the main purpose of this step.
Directing: Giving proper guidance and centralise the capabilities in right way is the meaning of
direction. It provide an support to be stay effective and active during the task.
Controlling: To maintain discipline and control of actions is one of the important step of
managerial function (Shafritz, Ott and Jang, 2015). Managers control the tasks and projects by
analysing the performance of employees.
Operative functions :
These are the basic functions which are operated in every organisation by HR department
of any organisation.
Recruitment and selection : This is the process in which desired candidates and people are
called for fulfilling the designations in the organisation. By giving advertisement, templates,
social media are the sources to providing information related to job in public.
Training and development : Introducing H&M goals and objectives, legislation and functions to
new candidates and employees is the main purpose of training and development process. Pre
hiring orientation program and skill development programs are initial training program which is
organised by HR department of H&M.
Reward and recognition: applauding the work and performance of employees by giving prize
and rewards are also one of the key work of HR managers of H&M. It remains focused upon
providing justified and fair consideration to people of the organisation.
P2 Weaknesses and Strength of approaches of recruitment and selection in H&M
HR department use different sources and approaches to get eligible and desired skilled
candidates from public (Grossman and Salas, 2011). There are two main sources which are used
by the HR department of any organisation to met the requirement of employees.
Internal Resources :
These are the resources in which employees are selected from inside the organisation. HR
department of H&M uses transfer, promotion, internal advertisement and extension of services
and absorption of trainees as internal resources to fulfil the requirement of employees in
organisation. There are some advantages and disadvantages are explained in respect of internal
resource for H&M :
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Advantages Disadvantages
 These internal sources are considered
as cost effective and productive which
reduce the cost and raise profitability
(Paulraj, 2011).
 It helps to build more strong internal
relations of employees because existing
employees remain familiar and
comfortable with each other.
 H&M provides flexibility to its
employees by switching them its sub
branches and head offices. It helps to
explore the skills of employees at
various level.
 H&M is a brand name in fashion and
design accessories sector. It has
multiple brands of garments and
accessories as COS, Weekday, Cheap
Monday, Monki and ARKET.
 There is one drawback of internal
resources is not having new and unique
manpower to the organisation.
 There may be conflict of interest may
impact to other employees who already
exist in the organisation.
 Employees may get frustrated by
changing their comfort zone. Switching
and movement disturb the lifestyle and
routine of existing employees.
 These sources will prevent unique
skilled and professional employees in
H&M which are basic need in fashion
industries.
External Resources :
These are the sources in which candidates and employees are hired from outside the
organisation. There are different options are available external resource of the organisation as
campus interviews, consultancy agencies, direct walk ins, E-recruiting, social media and external
advertisement. Below are some merits and demerits of external resources of recruitment in
respect of H&M.
Advantages Disadvantages
 H&M would get advantage of new
tactics and attitude of resent generation.
 Fresh employees remain charged and
 External process of recruitment takes
too much time and high cost which
raise the end cost of product and impact
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self motivated to work in new
environment of business (Choi and
Turk, 2011). It helps to introduce new
ideas and thoughts to plan strategies
and policies in ethical practice.
 New employees create healthy and
effective competition spirit of work.
They would get introduce by the tactics
and nature of existing employees.
 H&M is a fashion and designing brand
organisation and it requires modern and
unique thoughts to create new designs
and fashionable products in competitive
environment.
profitability.
 There is an insecurity creates in nature
of new employees that would they able
to survive in organisation or not.
 H&M have to provide training and
development programmes to teach the
dynamics of new advancements and
technology.
 New candidates remains unaware the
internal environment of the
organisation and existing employees
may exploit the state of mind of new
employees which creates complexity
for HR department.
TASK 2
P3 Advantages of HRM practices in respect of employer and employee in H&M
HR department of the H&M use different practices to manage functions and relations of
employees and employer (Ramamurti, 2012). HRM practices provides a path and system to
perform the task and project in right direction. Its also helps to get desired results by controlling
and analysing the work. Best HRM practice help to absorb the competition environment of
organisation and increase revenues and profit. H&M is very concerned about its deliverables. Its
products define the perfectness of work done by its employees. Its every segment remains unique
and different in it style. It is only possible by better management of practices in H&M. Below are
advantages are describe for employees and employers :
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(Source : HRM practice, 2016)
Practices For Employer For Employee
Analysis and design work It helps to sort out the plan and
bifurcate the work criteria
among employers.
Employees get interact with
work and know the roles and
responsibilities in organisation.
Workforce planning This practice helps to
communicate the task as per
the capabilities and skills of
employer (Ten Brummelhuis
and Bakker, 2012).
Workforce planning give
direction of work to employees
so that they could work
effectively.
Recruiting and selection This step helps in planning a
proper format of recruitment
and selection program for
employees
New employees get introduce
get opportunities to showcase
their talent and skills to the
organisation.
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Training and development It provides dynamics and
methods to develop skills and
performance of employers that
how to manage employees and
functions.
It will also helps to improve
the knowledge of work and
competency of task in nature
of employees.
Performance management It helps to identify whether
goals and objectives are being
achieve by Analysing the
performance of employers in
managing employees, and
operating functions.
Performance management
make discipline in working
environment. It helps to keep
regular working and make
employees more proactive
towards the work.
Rewords and recognition Employers become eligible to
attain wanted results by
appreciating its staff and team
members (Orlitzky, Siegel and
Waldman, 2011).
Employees get motivation and
positivity while working in
organisation. It helps to
maintain positive environment
of work in organisation.
Employee relations Employers get approachability
to staff members and get
eligible to understand the
nature of employees. This
practice helps to corporate with
employees by hearing the voice
of its employees.
Employees become more
effective and comfortable by
sharing their experience and
problems to management.
They get proper support and
help from management.
P4 Effectiveness of HRM practices to increase profitability and productivity
HRM practices are basically formed to make smooth and effective the process of
operation. By applying theses practices H&M can evaluate the effectiveness of these practices in
enhancing profitability and sustainability of organisation. Outcomes can be evaluated by
different tactics of HRM practices described as under :
 H&M needs skilled and professional employees which must be eligible to provide
creativity and innovative ideas to form and design the product. If new candidates are
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giving proper result as per the organisation then it is estimated that recruitment and
selection program remained successful. Positive response of customers in new products,
and increasing result of revenue are the evidences which proves the effectiveness of
initial practice of HRM.
 There should be fair results come in reducing processing time of completing the product.
It will help to increase the number of finished goods. In summarised way if productivity
of H&M improve by analysing performance and action of employees then it could be
certified that the plan is working successfully (Kim, Kumar and Kumar, 2012).
 H&M Training organise training and development programs to improve the knowledge
and skill of employees. If employees become innovative and creative then it will
automatically improve the amount of varieties of products. Variations and new designs
are the base factor for any industry which deals in fashionable and design products.
 Performance management helps to make effective and disciplined environment of work
in organisation. Awareness about the deliverables and responsibilities make employees
more responsible and answerable to the management. It keep manpower focused upon
deliverables and objectives. Smooth and flexible operations are the proof of better
performance management.
 It is require to motivates and appreciate employees for their hark work. Reward and
recognition create healthy competitive spirit among employees and helps to motivates
them. Applauding employee motivate existing employees for better work in organisation.
 For better operation and getting optimum results it is require that employees feel free to
work. HR management should provide all required sources, safety and security features
to employees. Healthy and effective relations remove hesitation and make friendly
environment in organisation. Innovative and creative imagination is the main factors for
fashion industries and it only depends upon independent and free environment of work in
H&M.
TASK 3
P5 Impact of employee relation in decision making
Employee relations contains cast meaning itself (Jung and Joo, 2011). It is a study of
understanding the nature of employees work criteria, roles and responsibilities and duties.
Healthy relations lead the organisation towards success with performing together. For any
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organisation it very important to understand the objectives of employees and their expectations
with the organisation. Employees relations plays vital role in those organisation which uses
creative skills of employees in making products. H&M is one of the organisation which provides
unique and different designed product to customers. It is very important to maintain a supportive
and helpful employees relation in organisation. If employees will remain happy then it is obvious
that clients will also happy.
Employee relation are also impact in making decisions and strategies.
 Analysation of employee behaviour on workplace is prime object of HR managers.
Employee's behaviour present the state of mind of employee that what he think about the
organisation and what are the reason of working in organisation (Daley, 2012.).
 Employee relation helps to manage complaints and issues of employees which occur
during performing the task. Sorting out workplace issues increase the credibility of
organisation in employees. It also helps to ensure employees that organisation is standing
for them in every situation.
 Approachability and comparability of voice impact strategies and policies of healthy
employees relation. HR department of H&M should design the format of employee
relation in such a way that it would audible and approachable to management easily.
 Consideration in exchange of deliverables of employees also impact decision-making
policies and strategies. Incentives, satisfied pay scale and safety features improve best
employee relations. It also improve some extra ability of employees to take extra
initiative for better operations. Employee relations focus upon free environment of work
rather than forced to work.
 Its is considered that self responsibility and commitment are more effective approaches to
attain desired results and aims of organisation in short term period.
P6 Employment Legislation and its role in making strategies
An organisation remains bound and forced to operates its business activities as per rules
and regulation. Legislation and policies are made to control organisation's actions and operations.
Government laws and regulations are formed to protect the rights of employees and ethical
process of organisation without impacting social and individual interest. There are different acts
and regularities are made for corporates and business which are required to follow :
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 Anti discrimination act (1991) : this policy is designed to remove discrimination
elements from organisation. There must not be any kind of discrimination on the basis of
cast, region, colour and religion exist in any organisation. This law is enforceable in
those organisation in which employee's strength is found more then 20 in numbers.
H&M is also bound to follow the guidelines while recruitment and selection of
employees.
 Data Protection Act (1998) : Personal data and information relates an employee's
identity in organisation. Organisation are require to have a secured and safe system of
retaining any kind of sensitive and personal informations of employees. Employees data
are as essential as an image of the entity in market.
 Personal Data Protection Act 2010: In 2010 the act took place in Malaysia related to
Personal Data Protection Act 2010 . This Act contains 146 sections in total. This is
divided in t ten parts. Part fist is related to preliminary actions and events and cover the
sections from 1 to 4. Part second has a four divisions which are sequentially define the
legislations related registration, data user forum and code of practice, rights of data
subject. Section 36 to 44 are defines the personal data and protection. Section 45 and six
defines the rules related to exemption. Part four and five are related to functions,
comminations and data production fund. And remaining parts contains inception,
enforcement, complaints and investigation rules. And Part ten contains the rules related
to miscellaneous.
 Termination policy : These policies are related to corrective action plan against
employees for their improper and misbehaviour in organisation. There are various tools
are made in respect of termination of an employee. It depends upon the size of damage
and criteria of misconducting of operations. An organisation may blacklist the employee
to as the person would not get eligible to work in any organisation or may give and
conditional restriction form work (Bloom and Van Reenen, 2011).
 Minimum wage 2017/18 : This act indicates the procedures and policies in respect of
providing optimum consideration of efforts and work done by employees. There are
many rate of wages are using as per organisational type. Hourly wage rate and daily
wage rate are two major payment policies are followed by organisations.
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 Pension act : An employees work in an organisation and contribute its time in serving
the organisation. This act is formed to protect the rights of employee to survive in rest of
life after getting retirement from an organisation. Pension is a payment which is paid to
employee after completion of service in organisation. This a regular payment in the end
of every month. It is considered as final payment of an employee.
 Arbitration act 1996: This act defines Employment Rights Act 1996. all the rights
related to wages and commissions to employees are defined in this act.
 Employment protection act 2002: contains additional legislations and rules related to
employment rights Act 1996. As per this act employee are entitle to get maternity and
paternity leave, legislation related to termination, employment, Sunday working and
written payslip.
 Employee relations Act 2004: this Act defines the statutory procedure for trade union,
law on industrial action ballots and ballot notices, unfair dismissal and grievance and
disciplinary hearing.
TASK 4
P7 HRM practice in respect of H&M
HRM department of H&M needs creative and proactive employees who contains enough
knowledge about fashionable changes and environment of organisation. For these type of
organisations needs practical and comprehensive skilled employees which can improve
productivity and profitability of organisation.
Purpose of interview
 To get as much information about the candidate
 To analyse the abilities and skills of person practically
 To communicate the culture of organisation to person
 To examine the communication skills and demonstration career goals.
Process of Interview
interview process roams around following criteria
 what are the learning outcomes from the job
 knowing the nature and mindset of person towards the organisation
 Clarify the working profile and field work
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(Source: interview process)
There are HRM practices are defined under to met employees requirement in H&M.
1. Soft HRM practice : This HRM practice remain focused on improving communication
skills, writing skills, reporting and monitoring skills. This practice is formed to complete
short duration task and projects. Soft HRM practice in respect of H&M remain focused to
communicate the concept of design and theme among sub divisions.
2. Hard HRM practice : this practice are designed to fulfil large targets and professional
works. In H&M there this practices remains focused in improving professional designing,
sketching and lay out designing skills of garments (Dul and et. al., 2012).
As a individual
CURRICULUM VITAE
Name : John Wilson
Gender : Male
Age : 35
Mobile : [phone]
E-mail: [e-mail]
Career objective – Proactive towards the work and stay positive to create new inventions
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Educational qualification: - Bachelor of design and Fashion in textiles.
Interpersonal Skills -
 Team Building skills
 Vast knowledge of fashion and designing tactics
 Able to manage the deadline and priorities the work as per urgency
 Manage sub departments and store keeping in decent way
 Good interactive and convincing skills
 Approachable skills
Technical skills
 Knowledge of architect designing and knowledge of fabrics and material. Material and elements knowledge of giving final touch of product as moulding, framing
and designing.
Declaration- I hear by that above mentioned all information are true according to my
knowledge.
Job description:
Name of organisation H&M
Job Designation Store manager
Location London
Reporting Head office of H&M Stockholm, Sweden
Responsibilities and roles Manage the departments and reporting roles
Working hours 9.30 am to 6.00 pm
Salary 15000 pound per month
Work facilities An advanced information system is there to provide flexible and
easy to communicate with head office.
Interview questions
Q.1 What is the impressive element of your CV?
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Q.2 What is the meaning of fashion and designing as your perspective?
Q.3 What are the essential skills required to lead a fashion industry?
Q.4 How will you connect organisation goals with your own goals?
Q.5 Explain your last achievement and credible work in fashion or any garment designing
company?
Q.6 How would you deal with miserable situations ?
CONCLUSION
This context indicates towards the role of human resource management in a company.
How HRM department operates the leverage of employees and manage the labour turnover in
different departments of the organisation. H&M fashion and designing company is selected to
describe the importance of HRM in providing best manpower to organisation. There are some
approaches and legislation defined to make an effective decision-making strategies and how it
helps to manage the departments. What are the practices and methods implemented by HR
department of the organisation in getting professional and effective employee's. A job
description and CV is designed as per required criteria.
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REFERENCES
Books and Journal
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Shafritz, J. M., Ott, J. S. and Jang, Y. S., 2015. Classics of organization theory. Cengage
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future directions. International Journal of Production Research. 49(18). pp.5375-5393.
Grossman, R. and Salas, E., 2011. The transfer of training: what really matters. International
Journal of Training and Development. 15(2). pp.103-120.
Paulraj, A., 2011. Understanding the relationships between internal resources and capabilities,
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Choi, H. C. and Turk, E. S., 2011. Sustainability indicators for managing community tourism. In
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(pp. 115-140). Springer Netherlands.
Ramamurti, R., 2012. What is really different about emerging market multinationals?. Global
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Orlitzky, M., Siegel, D. S. and Waldman, D. A., 2011. Strategic corporate social responsibility
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Dul, J. and et. al., 2012. A strategy for human factors/ergonomics: developing the discipline and
profession. Ergonomics. 55(4). pp.377-395.
Kim, D.Y., Kumar, V. and Kumar, U., 2012. Relationship between quality management
practices and innovation. Journal of operations management. 30(4). pp.295-315.
Jung, Y. and Joo, M., 2011. Building information modelling (BIM) framework for practical
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Daley, D.M., 2012. Strategic human resources management. Public Personnel Management,
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Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
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Online
Human resource management practice, 2017. [Online] Available through
<http://slideplayer.com/slide/232300/> Accessed on 22th November 2017
Interview process, 2018. [Online] Available through:<https://www.in.gov/dwd/2431.htm>.
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