HRM Practices and Employee Relationship

This document provides a comprehensive analysis of HRM practices in the H&M company. It discusses the importance of employee relationship in HR decision-making processes and explores key employment laws such as equality, health, and safety acts. The report also evaluates HR practices, including individual portfolio, CVs, and interviews, providing a detailed case study on HRM practices.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Function and purpose of HRM, applicable to workforce planning and resourcing at Hennes
& Mauritz...............................................................................................................................1
P2 Strength and weaknesses of different approaches of recruitment and selection by Hannes
and Mauritz.............................................................................................................................2
TASK 2 ...........................................................................................................................................4
P3 Benefits of different HRM practices within H&M for the employee and employer........4
P4 Effectiveness of HRM practices in terms of raising profits and productivity at H&M....5
TASK 3............................................................................................................................................7
P5 Importance of employee relations at H&M with respect to influencing HRM decision-
making....................................................................................................................................7
P6 Key elements of employment legalisation and its impact upon HRM decision-making. .9
TASK 4 .........................................................................................................................................10
P7 Job advertisement, job specification and CV at H&M with evaluation of HR practices10
Conclusion.....................................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Human Resource Management is important for the Hennes & Mauritz that it identify,
human resources which business actually needs. This will include the knowledge and skills
which a business required for both now and future. The introduction includes the purpose and
scope of Human Resource Management for applicable workforce planning and resourcing H&M
with appropriate skills and talent to fill the business objectives. The report also examine the
effectiveness of the key elements of Human Resource Management in H&M firm. The
analysation of internal and external factors which affect the HRM decision making including
employment legalisations is also explained very well. The strengths and weaknesses of different
approaches is also evaluated. The benefits of different HRM practices for both employer and
employee is given. The introduction also included the importance of employee relations with
influencing HRM decision-making and also the effectiveness of different HRM practices raising
the H&M firm profitability and productivity.
TASK 1
P1 Function and purpose of HRM, applicable to workforce planning and resourcing at Hennes &
Mauritz
Human Resource Management is a key function for H&M to develop and improve the
human resources which will help the business to manage its operations appropriately. Here are
some functions of Human Resource Management to develop and improve employees and
organisation.
 Planning
 Training and development
 Performance management
 Recruitment and selection
 Planning: Planning is a crucial function of Human Resource Management which works
to ensure the accurate number of workers are working in the firm at right time and place
in H&M. Planning is a continuous process which runs regularly for implementing
strategies and plans to face the future uncertainties and to perform better in technical,
societal and environmental changes (Armstrong, 2014). It helps business to move
towards success. The main objective of planning is to optimize and effective use of
available resources to reduce the future management and employees issues which will
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help business to keep balancing and good distribution within workers. Planning is a
process which determines the objectives and goals of demand forecasting, employment
plan, training, development programs and human resource planning.
 Training and development: Training and development programs are organized by the
H&M business for new and existing employees from which they can understand the
culture and structure of the firm effectively. Some other human resource department also
provide leadership training to their employees and managers to handle the management
and employee relationship at work place. The main task of HRM is to develop and
improve the career of employees, after-all they are contributing their best efforts towards
organisation objectives and goals. Training and development programs improve an
individuals' performance as well as working ability which is profitable for the business in
terms of growth and development.
 Performance management: Performance management plays a main role in Human
Resource Management to manage the activities and performance of employees at work
place. This will also help HRM to identify the individual performances and business
performance affection from this. It is a key function that employees and managers works
together as collaboratively to make a plan or strategy towards employees objectives and
contribution for the firm (Helmreich, and Merritt, 2017).
 Recruitment and selection: Recruiting and selection process is a core function for HRM
that it recruits new employees in the firm who are mostly knowledgeable and fill with
skills which also fill the employment needs. In the past, managers and HRM were
completely depended on employees for taking advices. The employees are selected
through their level of knowledge and skills which is important for the firm. Through
selection and recruiting management are able to fill the blank spaces of work and also
manage extra works from new employees effectively.
P2 Strength and weaknesses of different approaches of recruitment and selection by Hannes and
Mauritz
Recruitment and selection
Recruitment and selection is a core function and process of Human Resource
Management that manager of H&M will recruit new and innovative employees for the firm to fill
the needs of employment. It is an important part of business functions that, in the past managers
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were dependent on working employees for advice and now HRM has challenge to fill the
specific position of workers within the firm and also to consider the potentiality among
employees. Employees with good communication skills, knowledge and morality are selected
and recruited by the managers to provide responsibilities to them. The HRM or recruiters plays
an important and significant role as they provide staffing and recruiting services to improve and
boost the labour force in the firm. The process of selection and recruitment fill the specific needs
of work and manage new and existing employees within the business. This will also help them to
understand the culture and structure of the organisation. Here are some strengths and weaknesses
of different approaches of recruitment and selection process given below:
Job Descriptions: A systematic hiring policy begins with thorough and accurate job
descriptions. Job descriptions should include detailed information on all aspects of a job,
including pay ranges, job tasks, reporting requirements and supervisory responsibilities. The
quality employees will help organisation to achieve their market goals and also create
opportunities for the firm positively and effectively. Thus, recruitment and selection process
brings quality and efficient employees for the firm effectively.
Skills Inventory: To find the ideal candidates for specific jobs, first compile a comprehensive
list representing the ideal set of skills for an employee in each job. In addition to the list of
minimum requirements listed in job descriptions, having a list of ideal candidate traits on hand
can help you to weed through a large pool of applicants. This is an advantage for business H&M
to recruit and select best and appropriate employees for them which can fill the specific needs of
employment. The process finds the best and quality employees for accomplishing business goals
and objectives.
Job Posting Strategy: Developing a strategy for posting job openings is part of a systematic
recruitment and selection process. With your list of ideal skills in hand, favour job posting
outlets that are most likely to produce the type of candidate you are seeking. rocedure of
recruitment and selection includes the understanding and determination of future personal
requirements and also job listing which helps to select new workers for the business for
achieving organisation goals and objectives.
Multi-Step Recruitment: A systematic interview process can provide deeper insight into
interested job candidates who meet the desired skills profile for a specific job. Savvy recruiters
break interviews up into several stages, relying on collaboration from several current employees
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to make a final decision. This is an advantage for business to involve some effective, efficient,
demonstrate and knowledgeable employees to work effectively in the firm and accomplish
individual goals and objectives. In that case, business can also achieve its settled objectives and
goals which leads towards growth effectively (Locke, and Latham, 2013).
Enticement: Enticement is a disadvantage for the firm that it tries to keep the temptation given
by the other business competitors. The enticement includes some elements such as extra health
benefits, high salary, comprehensively extra package after retirement of an employee, and much
more. Such type of element divers employees and their thinking for the firm and also it is a
costly process to manage employee relations. The firm H&M can find talented and skill workers
with competing their competitors in the market. Firm should not try to exceed unnecessary
demand and wants of employees to reduce enticement.
Location: Location can be a disadvantage for the firm in many ways. Current location of the
business is located due to the easy availability of resources and workforce. Changing location of
the firm is no longer able to find relevant resources and models. Sometimes, location also
become a liability for the firm if the local economy is changing and worker finds new place or
better work. This will allow employees to left the firm and or shift to any other organisation.
Time consumption: Recruitment and selection is a long process, that it consumes a lot of time
and energy form managers to handle and manage the selection process and recruiting job
candidates. To manage the time, managers of H&M can apply many methods such as
advertising, social media platform effectively. This will help them to reduce their time
consumption disadvantage (Bamberger, Biron, and Meshoulam, 2014).
TASK 2
P3 Benefits of different HRM practices within H&M for the employee and employer
Management of human resources is managed by both employer and employees to control
the business performance and work. Benefits of HRM practices applicable for employee and
employer is given below:
Retaining qualified employees: Human resource manager of H&M provide flexibility and
simple access to employees for their individual benefits. This will help them to acquire some
new qualified workers or staff for the firm. Qualified employees in the business helps to reduce
the risk and burden of work. The work become easy for the employees and employer that they
use their knowledge, skills and talent effectively. This will also help the existing workers to
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improve and develop their individual work efficiency with help of qualified employees within
the business H&M.
Positive behaviour: Human Resource Management practices creates a positive and peaceful
environment for both employees and employers that they work with positive behaviour and
achieve their individual goals and objectives. These practices encourage and motivate employees
to manage the culture of firm and also increase productivity and profitability effectively. H&M
provide essential services to their employees so that their positive behaviour can be increased
which help business to improve its growth and accomplish objectives and goals effectively.
Improving performances: HRM practices helps business to improve and develop their
employees motivation which leads to increase the performance of workers. This will help
business to improve its productivity and profitability. Improved performance of both employees
and employer will help business to manage work easily and effectively. This will also develop
the individual performance, skills and knowledge efficiently and for this HRM practices helps
them to increase their education, training and knowledge sharing.
Relationship development: Practices of Human Resource Management ensures the relations
between employees to keep them positive and on right track. HRM practices help both employee
and employer to develop relationship status and to manage good communication within the firm.
It will help business to evaluate the performance of employees positively and take actions to
control and manage their activities effectively. A healthy relationship can improve an individual
communication skills so that he can communicate with fellow workers and managers to solve
arising issues and conflicts effectively and efficiently.
Flexible workplace for employees: HRM practices within H&M reflect the location changing
in the work place that current employees in the firm expect different and positive conditions than
the past. New employees in the business also expect the flexible working environment to work
effectively and manage the flexibility. HRM practices provide a good working environment for
employees such as composition of groups, positive and peaceful working environment, good
communication and working locations. Such type of flexible working environment at work place
allows employees to do their work according to their suitability (Kavanagh, and Johnson,
2017).
Training and development: Training and development programs in HRM practices helps
employer and employees to develop and improve their knowledge, skills and learning. This will
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increase their individual performance which leads to understand the organisation culture and
activities. Training will improve the internal and external activities of an employee which helps
him to perform better in given task. Development programs are important for employees that
they can increase their work efficiency and complete the task on time. Thus, it can be said that
HRM practices plays a crucial role within H&M for both employees and employers.
P4 Effectiveness of HRM practices in terms of raising profits and productivity at H&M
Human Resource Management practices helps business H&M to raise its profitability and
productivity. H&M firm implement these practices at workplace to achieve its profit and product
objectives and goals. Here are some points which increase the productivity and profitability of
business H&M as below:
Innovative and effective employees: Human Resource Management practices within H&M,
motivate and encourage employees towards innovative environment. Such type of effective
environment of innovation improve workers performance and develop individual skills and
knowledge. These initiatives will help business to increase profitability and productivity from the
work of employees. Innovative and effective employees give their best contribution for the firm
so that the profit can be increased and productivity can be improved effectively and efficiently.
Team with individual communication and goals: HRM practices helps team and individuals to
set their own objectives and goals and to achieve them respectively. An effective communication
between employees help them to share their knowledge, ideas and thoughts to manage
relationship freely. Such types of goals and objectives accomplished by employees help business
to improve its productivity and profitability effectively. Communication within employees also
help them to divide their work so the burden can be reduced and relationship can be maintained
within the firm.
Direction and execution: Effective direction and execution of strategies and plans is a crucial
role for managers in HRM practices towards the workforce. Managers implement strategies to
guide their employees towards their individual tasks so that they can achieve their objectives and
goals. This will help business to increase its productivity and profitability effectively. Employees
with fewer skills and knowledge can be improved and developed by HRM practices so that they
are able to execute their plans towards task and complete it on time.
Performance management: Rewarded employees are the best example for existing employees
to drive their performance to complete the task and achieve goals. This will help H&M business
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to improve its productivity and profitability effectively. Employees with particular goals and
objectives are able to take extra benefit in terms of reward by completing their task or achieving
objectives effectively and efficiently. Rewards are those extra incentives which is provided by
the H&M business or managers towards the best performance of an individual.
Sharing and collaboration: Sharing and collaboration is a tool for business to acquire reviews
of others from outside. This is a method which improve the profitability and productivity of
business magically. The business can improve its internal and external activities with the help of
feedbacks given by others, which can also help to compete with other firms in the market
effectively (Clark, Tomich, Van Noordwijk, Guston, Catacutan, Dickson, and McNie, 2016).
Motivation: Individual or team performance can be improved and developed with HRM
practices for the firm H&M, which leads to increase the productivity and profitability effectively
and efficiently (Al Ariss, Cascio,and Paauwe, 2014). The business is full of competitors, that to
cope up with business competency H&M firm should update employees skills, knowledge and
performance regularly. HRM practices help business managers to identify the employees with
fewer skills and knowledge, so that their performance can be improved to face the global
competition.
Recruitment: Recruitment will help to bring effective and quality employees within firm in
order to raise profitability and productivity. HRM practices by managers and leaders of H&M
provide non monetary factors which increase the energy, motivation, loyalty and excitement of
an employee. The factors such as recognition, challenge, feedback, exposure, learning
opportunities and praise which improve the performance of an employee effectively. HRM
practices utilize these factors to apply upon employees, which increase the productivity and
profitability of business H&M (Cheeseman, and Garvey, 2014).
TASK 3
P5 Importance of employee relations at H&M with respect to influencing HRM decision-making
Employee relation is important for business H&M that, workers in the firm share their
individual ideas, thoughts and views with their subordinates and fellow workers. Employees
working in the organisation are human beings not machines which start doing works by pressing
a button as they also need discussions, talks and sharing to manage their relations within the
firm. It is very important for business that employees are satisfied with their work and work
together as a team to achieve the goals and objectives set by the firm. Employee relation
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includes effective communication, sharing new ideas with fellow workers, manage relations to
manager etc. here are some important strategies which describes the employee relationship with
influencing HRM decision-making as below:
Work become easy if shared: A healthy relationship between employees within H&M is very
crucial. These relationships help employees to reduce their work load by dividing it with fellow
workers which helps business to increase its productivity and profitability. It is not possible for
an individual employee to do all the work with his own efforts so, the work should be divided
into employees. This will help employees to complete their work on time and achieve their
individual goals and objectives effectively (Cleaver, 2017). The good communication and
healthy relations between employees helps to make the task easy for them.
Discouraging conflicts among employees: The importance of good relationship among workers
helps them to remove the arising issue and conflicts as well as fight between them. The
employees should trust each other to maintain the healthy relations and improve their
performances which leads them to achieve their individual goals and objectives effectively.
Motivation and encouragement by HRM helps him to make effective decision-making towards
employees and will also help workers to think positive towards their fellow workers at work
place effectively and efficiently (Gelens, Dries, Hofmans, and Pepermans, 2013).
Loyalty of employees: A good relationship between employees and managers helps workers to
become loyal towards their works and objectives. Loyal employees can also create through
positive and pleasant environment at work place within H&M firm. Effective nature of managers
helps employees to feel free and communicate their issues and conflicts easily and effectively.
Employees fell motivated when they encouraged by the managers or firm towards their tasks.
Motivated employees contributes their best for the task and achieve their individual goals and
objectives which also help business to accomplish its objectives effectively and efficiently. Loyal
employees complete their task on time that business does not need to recruit new workers in the
firm and they also accept and respect the decisions made by HRM.
Ensuring equality by communication: Communication between employees and managers is
very important for the business growth that employees ensures the equality between them. They
ensure that there are no secrets or any other thing which they don't know about the business and
this will help them to feel more motivated and encouraged. This will help business to achieve its
goals and objectives effectively.
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Morning meetings and organising functions: Employee relationship can be maintained by the
morning meetings. Thus, morning meetings encourage employees and establish good
relationship between workers and managers. Another way to improve employee relations is
organising functions in the firm H&M such as birthday parties, Christmas parties and annual
parties which have a great impact upon employee relations effectively and efficiently.
Employees in the firm work with good and positive behaviour also with fresh minds to
accomplish their goals and it also helps to reduce the enticement. This will help managers to
apply decision-making process for the workers effectively.
P6 Key elements of employment legalisation and its impact upon HRM decision-making
Purpose of employment law
Employment law has a uniform purpose that it protect employees rights, obligations,
responsibilities and legalisation. The employment law has multiple functions such as labour laws
provide equal pay and opportunities, physical and mental safety and work place diversity.
Sometimes, employees still embrace sound the firm principles without any legal mandates.
Labours use the business structure which ensure them their opportunities and operations with
federal laws. Here are some functions which described employment legalisation as below:
Ensuring equality: The business H&M should ensure the equality between new and existing
employees. The equality should involve working time, sex, age, wages, health and safety
facilities and many more (Wehrmeyer, 2017). The employees are able to ask legislative if they
found something unequal or any discrimination which help them to fill their demands and wants
by the firm H&M. HRM also should be determinative with workers to ensure the equality
between them in all appearance effectively.
Proper compensation: Proper compensation is required in the firm for all the employees. It will
help employees to ensure their working time and wages according to the business. After the
proper compensation business is able to identify the best employees which can work with them
effectively and efficiently. Thus, employment legalisation has an impact upon HRM decision-
making. HRM should consider the all act of employment to run business successfully and
without arising any issue of employment legalisation.
Time of work: Employees are the main elements of business that they should be punctual of
their time and also know the importance of time to complete the work in a specific period with
given task. The business H&M is responsible for giving them valid leaves and also occasional
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leaves. The HRM can make effective decision-making by proper distribution of time at work
place within the firm.
Equality act 2010: It is an Act of parliament of the UK, the primary purpose of this act is to
codify the numerous and complicated array of rules and regulations. It is formed as the basis of
anti discrimination law in Great Britain. This act is similar to the equal pay act 1970. This also
include some other act of employee law such as sex discrimination act 1975, race relations act
1976 and disability discrimination act 1995 with protecting sexual orientation, age and religion
or belief. This will affect the decision making of managers in terms of managing employees
equally and effectively.
Data protection act 1998: This act of parliament of UK is established for protecting personal
data and computer information in an organised paper filling system. The employees have rights
to save their individual information legally. The employees, holding their personal data for any
other purpose is obliged in this act. This act describes eight principles for data protection to
ensure the information is processed legally. Thus, employment legalisation has an impact upon
HRM decision-making. This will affect the decision making of managers in terms of managing
employees equally and effectively.
Health and safety act 1974: This act defines the fundamental structure and rights for the
encouragement rules and enforcement of safety and welfare at work place effectively within
United Kingdom. The act of health and safety defines the general duty of employees and
employers and suppliers of products, work manage and maintain by persons and general persons
(Nyberg, Moliterno, Hale Jr, and Lepak, 2014). This will affect the decision making of managers
in terms of managing employees equally and effectively.
Employment contracts: All employees in the business H&M have an employment contract with
their employers. This is an agreement that sets out an employees rights, responsibilities, duties
and employment conditions. The contract includes the notice when an employee left his job or
dismissed by the firm.
TASK 4
P7 Job advertisement, job specification and CV at H&M with evaluation of HR practices
JOB ADVERTISEMENT
Hennes and Mauritz is looking for a HR assistant for its branch at UK.
POST- HR ASSISTANT
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WORK PLACE- HENNES & MAURITZ, UK
SALARY- $2000
POLICIES
 BOND OF 1 YEAR
 SECURITY AMOUNT WILL BE CONDUCTED $200
 LEAVES APPLICABLE WITH RULES AND REGULATIONS
 TERMS AND CONDITIONS APPLY
JOB SPECIFICATION
JOB PURPOSE
Manage and leads the employees in H&M. Communicating the business objectives, goals,
policies and practices. Motivate employee's and improve their performances and manage store. A
good customer relationship is necessary (Phillips, 2013).
DUTIES AND RESPONSIBILITIES
 Recruiting and staffing
 Improve performance management
 Employee development, orientation and training logistic with keeping records
 Manage employee relationship
 Participation in committee meetings
 Benefits administration and compensation
 Employee service, safety, welfare and health reporting
 Maintaining HR filing system and employee files
 Assist with day to day operations manage by business
 Training and development
 Education skills, experience and working condition knowledge
 Periodically audits and ensure the database accuracy
 Participation in training programs and records
 Advertise employee job opening with keeping business recruiting policies
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 Manage business on social media platform and other activities
PERSON SPECIFICATIONS
SKILLS AND QUALIFICATIONS
 Previous experience of HR assistance
 Appropriate knowledge of business products and policies
 Skills with motivation development
 Strong written and oral skills with communication
 Strong customer relationship maintenance
 Degree/Diploma in business management
 Self motivator for increasing motivation in the firm
 Attractive personality
 Knowledgeable in accounts and finance as well as fashion designing
 Relevant qualification of this type of business
EXPERIENCE
 Experience of working with teams or people relatively
 Experience of HR assistance at least 1 years
 Experience of managing business policies and management
RESUME
ADAM TROT
Metro hotel near trox cinema
opposite city UK bank
United kingdom
56845265892
OBJECTIVE
My objective is to do work hard with passion and effectiveness with my efficiencies. Success is
my motto and also a leader for managing employees at workplace.
QUALIFICATION
 Passed 10th with 82%
 Passed 12th with 67%
 MBA from UK university of management
 Diploma in business management
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 Diploma in Human Resource Management
SKILLS
 Strong customer relationship
 Knowledgeable of leadership and accounts as well as finance
 Strong written and oral skills with communication
 Attractive personality
 Appropriate knowledge of business products and policies to manage a business
 Self motivator and encourager
Interview and selection process
The process of selection for HR assistant post is very easy. The interested candidates can
send their resume on the website of www.H&M.com. The appropriate candidates will be called
for interview process. The process of interview for HR assistant will be taken by the present
Human resource manager of H&M which is necessarily includes the skills and knowledge of HR
practices for the respective firm. Further, process will be considered at the end of interview and
selection process.
Thank You.
Hennes and Mauritz.
Evaluation of HR practices
Human Resource Management is the strategic approach for the management of H&M
organisation. Employees working individually contribute to achieve the business goals and
objectives. HRM stands for employing people, improving their capabilities, maintaining products
and services with compensation, utilizing and fill the needs of organisation requirements. Human
resource practices includes selection and recruiting process, training and development,
performance appraisals, planning and compensation. This will also include the individual
employee performance, HRM policies, principles, systems and organisational performance in
terms of cost, quality, productivity, profits and market share.
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Conclusion
The report includes the functions of HRM, applicable to workforce planning and
resourcing in H&M at UK. It describes the selection process, planning and performance
management to improve the business growth. The report also covers the strengths and
weaknesses of different approaches of recruitment and selection which is used by H&M to
recruit new employees in the firm. The benefits of different HRM practices for both employer
and employees help them to increase their productivity and performance to accomplish
individual goals. HRM practices has also a positive impact upon H&M to increase its
profitability and productivity. The importance of employee relationship in H&M is also
described with the impact upon HRM decision-making process effectively. The key elements of
employment legalisation with equality, health and safety and other acts for the firm. Finally, the
report ends up with evaluation of HR practices, individual portfolio, CV and interviews etc.
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