Human Resource Management

This report discusses the purpose and functions of Human Resource Management (HRM) in an organization. It explores different approaches to recruitment and selection, as well as the strengths and weaknesses of these approaches. The report also examines HR practices in Arcadia Group and how they benefit the organization.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
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Executive Summary
The main purpose of the report is to talk about purpose of Human Resources Management in
an organization. The report talks about functions of the human resources in the companies
and the approaches pertaining to recruitment within an organization. The report also talks
about the strength and the weakness in relation to the recruitment approaches that are
undertaken by a company. The report also talks about the human resource practices in
Arcadia Group and how the practices can benefit Arcadia Group.

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Table of Contents
Introduction................................................................................................................................3
Human Resource Management and its Purpose.........................................................................3
Functions of HRM......................................................................................................................3
Recruitment and Training by HRM...........................................................................................4
Approaches of recruitment and selection...................................................................................5
Strengths and weakness of the approaches................................................................................5
HR practices in organization......................................................................................................6
Benefits of the approaches.........................................................................................................6
HR practices benefitting the organization..................................................................................7
Conclusion..................................................................................................................................7
References..................................................................................................................................8

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Introduction
Human Resource Management refers to process of the hiring along with the
developing the employees so that they become valuable assets for organization. It proves to
be advantageous for business in gaining the competitive advantage that brings about
improvement in the performance of the employees (Wright 2018). This report talks about the
purpose and the functions of human resource management within organization. The report
also discusses about approaches in relation to recruitment and the practices pertaining to
human resource management that can benefit both employee and the employer.
Human Resource Management and its Purpose
Human Resource Management (HRM) is indicative of the organizational department
that is instrumental for managing people in an organisation. It optimises effectiveness of
employees and it helps in aligning workforce with that of the business. The HRM in an
organization helps in replenishing and nourishing the resources of an organization. The
purpose of HRM is to recruit the right people and it helps in guiding the employees so that
the talents of the employees are found to be compatible with the future goal in relation to the
company (Bratton and Gold 2017). The main purpose of HRM is to encourage the integration
and the cooperation in company and institute quantitative performance measurement that can
help in assessing the merit of workers. It is responsible for playing a crucial role in shaping of
the corporate culture and introduces the programs that helps in supporting core values of
enterprise. It plays an important role in the organizational development and it helps in
fostering a system that can maximise the human resources as a part of the larger business
strategy.

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Functions of HRM
An important function of HRM in the organization is in relation to recruitment and the
selection. Recruitment refers to screening along with selection of the qualified candidates on
the basis of objective criteria in relation to specific job. Primary goal of HRM is attracting
qualified applicants and it encourages unqualified applicants so that they can opt themselves
out. There are many organizations that does not provide orientation to that of new employees.
The orientation program can help new employee so that he can adjust himself with employer
and with the new job (Brewster and Hegewisch 2017). The HRM in an organization plays a
crucial role in providing intensive orientation to employees. It helps the employees in
knowing regarding assigned duties along with job description. Training along with
Development is another arena of concern for human resource management. It helps in
improving future performance of employees by increasing the knowledge of an employee in
relation to a particular subject.
Recruitment and Training by HRM
The human resources within an organization plays an integral role in area of staffing
in the organization. The HR managers of an organization have the responsibility of making
the recruitment without any kind of discrimination in relation to caste, creed and the race.
The human resources invites the qualified applicants by the issuing of notification in
newspapers along with social networking media. The employees are recruited in an
organization with the help of internal sources and also with the help of the external sources
(Brewster, Chung and Sparrow 2016). The HR in the organization identifies right person by
taking recourse to written test on the relevant subjects or with the help of the oral tests. The
human resources in the organization helps in filling up the vacancies by transferring
employees to place where a particular position has been left vacant.

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The training provided by the human resources can help the employees in achieving
the personal goals that can augment the contribution of an individual in the organization. The
training that is provided by the department of the human resources can help organization with
the primary objectives by bringing about the individual effectiveness (Marchington et al.
2016). The training can ensure that the organization is acting in a responsible manner towards
challenges present in society.
Approaches of recruitment and selection
The human resources in an organization attracts right candidates by taking recourse to
the job advertisements. It helps in bringing about first interaction in between employees and
the company. The human resources in the organization should take an approach that is
transparent and provide information that is accurate along with truthful. The job description
should be clearly mentioned in the advertisement in the newspaper and there should be
sufficient information pertaining to reward packages in the advertisements (Berman et al.
2019). The job information should be made available online that can help the potential
candidates in getting to know regarding the specifications of the job. The communicative
application process can be undertaken by the human resources that can make a good
impression on the candidates. The designing of the application process should be careful that
can help in gathering information (Brewster, Mayrhofer and Morley 2016). The approach of
shortlisting should be taken by the human resources that can help the human resources in the
selection of best candidates.
Strengths and weakness of the approaches
The human resources in the organization can use the newspaper or the social media
for the element of recruitment. The strength of the newspaper advertisements is that it is
budget friendly and the job seeker can look into the newspaper at any time. The weakness of

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the approach lies in the fact that lifespan of paper is dependent on user. The job seekers have
the tendency of reading a newspaper a single time and it is then discarded. The applicant
viewing the advertisement after a single day has less chances of getting diverse responses
from that of job seekers (Reiche et al. 2016). The strength of the social media approach lies in
the fact that it helps a large number of young people to get immediate response owing to the
share feature. The weakness of social media approach is in the fact that all the employees do
not make use of social media.
HR practices in organization
Arcadia Group is the name of a British retailing company that has headquarters within
United Kingdom. It is responsible for owing clothing retailers like Burton, Evans, Topman
and Wallis that sells lines from that of other group chains (Arcadiagroup.co.uk 2019). The
HRM practices that are used in the organisation are competency mapping along with talent
retention that proves to be useful for the organization. The practice of competency mapping
helps in mapping of skills along with aptitude of employees that are eventually mapped
against that of pre-set requirement of role (Albrecht et al. 2015). This practice can prove to be
useful in increasing rate of the talent hire. The HR in Arcadia Group takes recourse to the
career progression discussion along with mentor allocation that helps in retaining quality
talent in the organization.
Benefits of the approaches
The competency mapping can help in evaluating the competencies of the employees
within Arcadia Group. It can help in engaging the team members that can pave the path for
their professional development. Competency mapping can help the employees in Arcadia
Group in understanding regarding career development efforts which can be useful for
personal growth of employees in an organization. It can increase the awareness in relation to

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skill sets along with skill gaps within organization. An example of competency mapping is
the process of interviewing along with psychometric tests that can be useful for an
organization. Talent retention helps in retaining motivated staff that bears positive influence
on overall performance of Arcadia Group. An example of retention strategy that can prove to
be effective for an organization is mentoring that can help the employees in getting
acquainted with the vision of the company.
HR practices benefitting the organization
The HR approach of interviewing can help the members of Arcadia Group in knowing
regarding the expectations that the company has from the management that can help the
organization in reaching the goal. It can help the employees in knowing about the strategic
management practices of the organization. Interviewing can help employees in acquiring
knowledge regarding the priorities of the organization that can help the company in making
profits. The HR within Arcadia Group can make use of mentoring that can help the
employees in gaining relevant skill sets that can be beneficial for the organization. It can help
the employees in gaining knowledge about important aspects that can be used successfully in
the organization. Mentoring can augment productivity of employees because it can increase
knowledge of the employees that can be used for the betterment of the organization.
Conclusion
Human Resource Management can be called formal system which can be effective to
manage people within an organisation. Recruitment is carried out by the human resources that
helps the company in getting skilled candidates who can be useful for growth of organization.
The human resources of the organization should make the recruitment and should not
discriminate against any kind of the employees in the organization. Competency mapping can
evaluate employees and it can help in engagement of team members. The element of talent

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retention helps in the retention of the motivated staff which bears positive effect on
performance of company.

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References
Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 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.
Arcadiagroup.co.uk (2019). Arcadia. [online] Arcadiagroup.co.uk. Available at:
https://www.arcadiagroup.co.uk/ [Accessed 12 Feb. 2019].
Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R., 2019. Human resource
management in public service: Paradoxes, processes, and problems. CQ Press.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
Routledge.
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European
resource management. Springer.
Marchington, M., Kynighou, A., Wilkinson, A. and Donnelly, R., 2016. Human resource
management at work. Kogan Page Publishers.
Reiche, B.S., Stahl, G.K., Mendenhall, M.E. and Oddou, G.R. eds., 2016. Readings and
cases in international human resource management. Taylor & Francis.
Wright, P., 2018. Fundamentals of human resource management. Management, 5, p.27.