HRM Measurement & Performance Impact

This assignment delves into the critical aspects of measuring human resource management practices and evaluating their influence on organizational outcomes. It draws from various scholarly sources, including Fitz-Enz and Davidson's 'How to measure human resources', Jiang et al.'s meta-analytic investigation, and Mitchell et al.'s study on strategic HRM's impact on organizational performance. Students are expected to analyze these works, discuss the validity of their methods, and propose a comprehensive approach to measuring HRM effectiveness.

Human Resource
Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and the functions of HRM........................................................................................1
P2 Strengths and weaknesses of different approaches to recruitment and selection..................3
TASK 2............................................................................................................................................5
P3 Benefits of different HRM practices for the employer and employee..................................5
P4 Effectiveness of different HRM practices in terms of raising organisational productivity...6
TASK 3............................................................................................................................................7
P5 Importance of employee relations in respect to influencing HRM decision- making...........7
P6 Key elements of employment legislation ..............................................................................8
TASK 4............................................................................................................................................8
P7 Application of HRM practices in corporation.......................................................................8
CONCLUSION................................................................................................................................9
REFERENCES .............................................................................................................................10

INTRODUCTION
Human resource management is simply used to define a process in which employees are
engaged and managed within organisation. For this, human resource manager takes
responsibility for staffing, training, motivating and developing employees to achieve company's
objectives. Basically, purpose of HRM is to maximise productivity of firm by enhancing the
effectiveness of its employees (Armstrong and Taylor, 2014). The present report is based on Zara
which is a Spanish clothing and accessories retailer brand. The organisation was established in
the year of 1974 by Amancio Ortega and Rosalia Mera. This company is provides their clothing
and other products in worldwide. The following study will talk about the roles and responsibility
of Human resource management as well as its benefits for employees and employers. It includes
decision making power of HRM and employment legislation for organisation.
TASK 1
P1. Purpose and the functions of HRM
Main role of human resource management is to plan new ideas for organisation, develop
new strategy to achieve them, administer policies and practices and recruit workforce to achieve
these goals (Boxall and Purcell, 2011). In this, HR manager concentrates on each and every
division of organisation to provide them training and skills development learning as well as make
them work with each individual to maintain a healthy relationship. Main purpose and functions
of HRM are-
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 Planning- In an organisation, HRM works for planning new strategies and up of goal for
the organisation. It also recruit employees to maintain daily operations of refereed
organisation. Zara is a clothing brand so for them, this planning can be based on new
trends and fashion. For this, management needs to manufacture new products according
to culture, season, trends and most importantly, customer’s demand. After getting a brief
information about their production, next step is to recruit workers according to
organisation’s needs and their objectives. The basic strategy of HR planning is staffing
and employee's development (Bratton and Gold, 2012).
 Staffing- In this process, HRM describes the nature of job and their requirement for
specific objectives. Staffing is the most important and typical aspect for manager because
they need a lot of experience and knowledge to recruit new candidates according to their
ability and capacity to work in organisation. In this function, human resource manager
administers various methods of staffing that enables management to hire the most capable
persons among all (Brewster and Hegewisch, 2017).
 Training and development of employee's- This function provides knowledge and
opportunities to employees for enhancing their skills and perform well in their job roles.
In this process, HR division provides them specific training and learning program in
which they can improve their capacity and ability to work effectually. Training and
development program provides a surety to management about employee's capability of
performing their job. Zara is big organisation which has a large workforce in their stores.
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For them, they conduct various programs to improve their employer's skills and provide
them different learning styles to deal effectively with customers (Daley, 2012).
 Maintenance- Human resource management of organisation not only works to recruit
new candidates or to provide them training and learning but also, serve them facility and
learning for their career planning, compensation, benefits and engaged them with each
division of organisation. They examine employee's strengths time to time and give them
guidance to work more efficiently as well as pay, promote or take disciplinary actions for
them. In this, they provide them promotion which motivates them to work harder to
achieve this advantage and some paid benefits according to their ability and capacity of
working.
Purpose of HRM are given below-
 Mange employees- Human resources management of Zara is helps to manage their
employees in effective manner to get higher productivity and maximise profit of firm. In
this process they build relationship between their employee to engage them towards the
goal.
 Provide effective training and learning- This is all about analysis of employees
strengths and weaknesses as well as provides them effective training and learning
according to organisations Need.
 Build opportunities- HRM of the Zara is provide training and learning to their employee
for improve their skills and working approaches after this they provide them
opportunities to show them in effective manner.
P2. Strengths and weaknesses of different approaches to recruitment and selection
According to Enz, Fitz and Davidson, (2012) Recruitment is functional and planning
process of Human resources management. This process is starts when an organisation creates
their new objectives and wants to do something more than existing things. For this they recruit
new candidates according to their need and objectives. This process takes a lot time to hire new
candidate who have specific qualification and experience for required job role. HRM is uses
different approaches for this process such as-
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Internal approach of hiring- This recruitment process is used by HRM where
employment opportunities is filled from inside the business. In many organisations, Human
resources manager is prefer to consider their own candidate for specific post rather than hire an
external person. This type of recruitments is offer a chance to their existing candidate to improve
their potion in same organisation. But this is only offered by manger to those candidates who
have ability to get this. This process has some advantage and disadvantages-
Strength- This is an internal recriminate process in which companies existing candidates
are hired for a special job role. This opportunity is provided to only those who have ability to
earn senior position than others. This can be consider as advantage for organisation because
through this process company is recruit their own candidate who is trust worthy for them and had
specific experience to work with their employee's. They do not have to spend more money for
their training and developmental skills. This process save their advertising and new hiring
expenses but they organise different process to examine their own skills for specific position.
According to this employees of the Zara are their key strength who provide them effectiveness
and growth in future.
Weaknesses- Internal recruitment process is consider lots of benefits for organisation but
it has some weaknesses included that's why various organisation conduct external hiring.
Through this function, company is recruit their own candidate for a new position but their
promotions are bring their own position vacant for someone else. If company decide to go
through this process than they can never bring fresh ideas in their firm which can be beneficial
for them. Because each and every person have their own ability and working style which spread
new things and creativity in organisation and promote others to work with new methods and
ideas (Gavino, Wayne and Erdogan, 2012). In this process conflicts and barrier in Zara casn be
their weaknesses.
External approach of hiring- This function of recruitment is going through various
external sources such as advertising, placements and interviews etc. External hiring is widely
used by each and every organisation to fulfil their vacancy through new candidates and fresh
ideas. For this, companies are uses different methods like they advertise their vacancy in
newspaper, radio and on networking sites to add new applicant with them. Somehow well-known
organisations are recruit students to visit in institutions and university and provides them
placement with attractive salary package. Many Consultancy firms are also provides job
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opportunities to unemployed candidates at their desirable job profile according to their ability.
This process have some strengths and weaknesses as-
Strength- In this process human resources manager meat with new candidates to
provides them job opportunities according to their ability. This process is conduct, when an
organisation make new objectives or their existence candidates are retired and promote on new
potions. Recruitment operation includes many steps according to job profile. Sometimes HRM
conducts aptitude test to examine candidate’s basic knowledge, Group discussion to examine
their passions and ability to deal with different employees, personal interview in which they ask
face to face question to them for analysis their confidence and presence of mind approaches.
Through this organisation provides opportunities to candidate to serve with them and earn better
objectives for future (Guest, 2011). In this process promotional activities of the organisation can
provide effective outcomes to them.
Weaknesses- External recruitment process has some disadvantages because this
procedure is introduced for new candidates. For this, organisation needs to pay their whole
attention on them to develop their skills and ability according to organisation’s needs. This
process requires quick decision making skills of human resources manager to pick best candidate
among others. It can be a most expensive process for a firm if they don't recruit perfect candidate
according to their needs and worth. External recruitment operation takes a long time and it can
be more challenging for firm to introduce new workers with different strategy in front of existing
objectives. External recruitment for Zara can not be as much impactful as they expect because
they do not know as much about them effectively.
TASK 2
P3. Benefits of different HRM practices for the employer and employee
Human resources management practices include different aspects such as create new
objectives, hire candidates, provide them training and learning, administration and benefits for
candidates etc. Overall they are work to make a positive goodwill of organisation in market as
well as develop employment practices for their workforce for new objectives. Some main
practices of HRM includes-
Identify goals- This division is work for identify different objectives of organisation.
Zara is established to provide their services in clothing for men, women and child but they
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observe that there customer's believe in their products and services for that they also introduce
accessories services with new objectives. This type of services and products are determine new
goals for company and HRM work to achieve them with new strategies. For this organisation
they determine new ideas to provide their services in world wide (Huselid, 2011)
Build a team – In an organisation, their workers, products and services are known as its
strength. Human resources management is work to build a strong and effective team for
formulating common goals and future objectives. For this they work to provide them specific
training and skills development learning which improve their interpersonal skills.
Develop and enhance employee's skills- HR recruit new candidates according to
organisations need but they all are not as much experienced with this field. So for it they
provides the different training and development process which helps to clear their agenda to
work in organisation. These type of program is helpful for organisation to achieve their
objectives and for employee's to enhance their skills for future aspects. (Jiang and et.al., 2012)
Build a culture and values in organisation- One most important responsibility of
human resources management is to build values for organisation where an individual perform
well. Creating a good working environment is expected from HR division for this they are
regulate some rules and law which needed to follow by each very candidate. It helps to make a
safe and clean work culture which is brings higher job satisfaction.
Develop good relation and engage Employee's- Established good co-ordination
between management and employee's is expected from human resources management of
organisation. It is helps to maintain a good communication skill between each and every one and
bring faith or trust to ask any quarry from anybody. This type of relationship makes positive
environment in firm (Kakuma and et.al., 2011).
Create healthy and working environment- All the aspects like employees relations,
Good communication between management and employee's, worker's positive interest towards
their work and favourable culture or values of company are helps to make a healthy environment
in firm. For this, Zara always keeps a transparency between their employees and management as
well as provides them better services with their customers. That's why their staff serve them best
services to make them best than other.
Motivate worker's and increase efficiency- Management of a company is always uses
new functional techniques to motivate their worker's to work hard and more effectively.
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Somehow promotions, bonus, incentives and extra incomes are also helps in this process. This
efficiency is reduces costing of business operations and aids values to offer quality based
products and services to customers even at lower cost (Meredith, 2011)
Employees Employers
Training and development
practices
This is helps to provide hem
effectiveness in their working
approaches.
This is provide them various
activities to get future
objectives.
Reward system According to this HRM
practice, employees of Zara
can earn reward to motivate
themselves for different work.
Employers of Zara can gain
extra bonus. Therefore, it act
as a motivational tool for
employees.
P4. Effectiveness of different HRM practices in terms of raising organisational productivity
Maximising profitability and gain revenue is one major objective of an organisation for
this they carry large practices. According to Mitchell, Obeidat and Bray, (2013) To earn more
profit per annum, it is important for manager to generate human resources management practices
effectively because they are directly impacts on productivity and profitability of firm in different
ways. For this HRM uses different methodology and processes for effective and appropriate
approaches. Within the practices they creates different objectives for organisation which are
different form existing goals, recruit capable candidates after examine their ability, provide them
training and development practices to improve their skills and enhance capacity, develop
appropriate culture and valuable working environment for worker's as well as build transparency
in their relation to solve their problem initially.
For more efficiency and earn probability HRM of Zara need to understand these aspects
and its benefits as well as also have to work through it for more effective practices. They are
impact of employees in accomplishing the task and infatuating final productivity created by
workers. Therefore, they have to upgrade their human resources policies and its management
more effectively.
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One fit- This theory is all about how HRM provides training and learning to their employees
according to their own need which help them to not only for organisation objectives but also in
their own success.
Organisation fit- In this theory organisation is provide various tracing and development program
to their employee for only their own need and companies objectives. This is helps them to
achieve future goal.
Seminar and conferences- Thorough this employees can easily learn different things by their
own. In this process they relate to common issues and their different solution that provide them
effectiveness.
TASK 3
P5. Importance of employee relation to influence HRM decision- making
In services or business sectors, all the individuals shares relationship with their colleges
and management. This is helps them to solve their problems easily and push them to work hard
for their objectives. It is essential key of organisation that their employees are work together and
comfortable with each other to share their ideas for a particular goal. This is very important or an
organisation that their worker's share healthy relation at a workplace. A relation between them
helps to make decision making process easily and efficiently because an individual cannot take
organisation decision easily. It helps in-
Works become easy- A healthy relation with co-workers reduces the work load and
increasing productivity of firm easily. One individual cannot do all work alone, somewhere they
need some help of their employees. In this Responsibility must be divided among all the
members to complete the assign task within particular time frame.
Employees become more focused and concentrated- An organisation becomes happy
place to work if employees are work together. An individual lose their focus when they work
alone but if it have some supporter as fellow workers, their mind will be more focused and
concentrate for a particular approach (Dooren, Caluwe and Lonti, 2012).
Provides motivation- Individual always feel motivated if someone have trust on their
works and they stand back for them whenever they needed. This aspect is provides them security
that there is someone who can advised them when they have need.
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Healthy employee's relationship- Now a days, each and every one is very focused on
their own work but in an organisation, they need to share their relation very positively with their
college and seniors. This approach is helps to maintain a healthy environment which will be
helpful for workers as well as company. Moreover healthy employee relation spreads positivity
in all around.
P6. Key elements of employment legislation
According to Wright and McMahan, (2011) Employment legislation are defined as
different laws which is describe the rights and roles of employees at a working location.
Government of a country is regulate some law to provides different rights to people who are
working in an organisation such as-
Employments rights- This law is defines the rights and responsibility of an employee for
the organisation. According to this act, employers are bounded to provide mentioned facilitates
to their worker's. It includes Compensation, holidays and allowances, safe environment and
safety or health benefits to them etc.
Minimum wages act- In this act, government defines fixed rate for employment services
which have to be paid by organisation to their employer's. This rule is helpful for firm and
employees to give their best services to each other.
Working hours and time directivity- This rule is defines legal existence of employment
that a worker is responsible to provide their working facility to organisation for a fixed time after
that organisation cannot bound them for extra hours. This idol time is approx. 48 hours for a
week. If employer or organisation wants to work for extra hours then management needs to fix
extra payment according to their policy.
Health and Safety Act 1974: In this law management of the organisation is take care of their
employee health and wealth who are their key strength.
Equal pay act 1970: According to this act organisation need to pay equal amount to their
employees who are working in the same division. They can paid them extra regards which is
depend in their own capability and extra work.
Equality act 2010: According to this act all the employee of the organisation are stand at the
same place, so they need to provide them equal responsibility without any partiality.
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TASK 4
P7. Application of HRM practices in corporation
As workers are considered as value based resources of each and every organisation, this
expanded the scope of human resource practices at the work place. These practises are used by
managers for creating solutions of several problems that is being faced by the workforce. A
tremendous decline in the overall profitability and quality of products of Zara has been
recognised in current days. Turnover of corporation is decrementing at a fast rate which also
impacts on the brand image of venture. In order to make this condition better and for creating a
solution of this critical problem of Zara, their managers should take use of human resource
management in following regions:
Decision-making- Members of HRM should collect all the reasons of the issues that is
being created in Zara. On the basis of this information, they can take proper decisions for
eliminating such problems. So, this information can help them in forming a good solution for
those issues.
Development and training of employees- As the company is facing issues regarding
quality, so in order to remove this issue, managers of HRM can provide effective training to their
workers. By receiving good training, employees can enhance their performance and can
manufacture quality based products and services.
Performance evaluation- By continuous monitoring and observations of skills and
working of every personnel, manager can examine their abilities and as per that they can easily
allocate work to them. This also helps in developing the quality of the goods or services.
Creation of vision and mission- HRM members can design their visions and missions
for the corporation after determining the capabilities and skills of their workers. This helps
managers and personnel in planning a good business strategy in order to achieve the aims and
objectives of Zara (Mitchell, Obeidat and Bray 2013).
Maintenance of good relationship between employees- Each and every workers should
be treated equally and positively by the HRM managers as if they will not do so then personnel
gets mentally distributed and this affects adversely on their work. So, it is good to keep healthy
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relationship with all work force in order to create positivity in the working environment. By this
way, workers feel and less pressure and do their job comfortably.
Job Specification
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Example of a CV are listed below :
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Interview documents required at the time of recruitment are mentioned below :
 Original mark-sheet of 10th
 Original 12th and gradation and post graduation mark sheets
 Copies of resume
 Recommendation letter
 Driver's licence
 Voter ID card
 Pass port
Job offer letter of the venture is presented below :
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CONCLUSION
From the above based report, it can be concluded that human resource management is
playing a major role in attaining the goals of every corporation. Zara can improve performance
of all departments by applying concepts and practices of HRM. As a result, the turnover of
venture will increase effectively. Some of the practices are recruiting talented workers for
appropriate job profiles, arranging training and development programmes for them, taking proper
decisions, etc. Also, it has been assessed that laws and legislations like equal wages act,
employee's discrimination act, minimum pay act, etc. have to be followed by the firm to run
business in a smooth manner.
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REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Daley, D.M., 2012. Strategic human resources management. Public Personnel Management,
pp.120-125.
Fitz-Enz, J. and Davidson, B., 2012. How to measure human resources management. Prenada
Media.
Gavino, M.C., Wayne, S.J. and Erdogan, B., 2012. Discretionary and transactional human
resource practices and employee outcomes: The role of perceived organizational support.
Human Resource Management. 51(5). pp.665-686.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Huselid, M.A., 2011. Celebrating 50 Years: Looking back and looking forward: 50 years of
Human Resource Management. Human Resource Management. 50(3). pp.309-312.
Jiang, K. and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Kakuma, R. and et. al., 2011. Human resources for mental health care: current situation and
strategies for action. The Lancet. 378(9803). pp.1654-1663.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
Management International Digest. 19(3).
Mitchell, R., Obeidat, S. and Bray, M., 2013. The Effect of Strategic Human Resource
Management on Organizational Performance: The Mediating Role of High‐Performance
Human Resource Practices. Human Resource Management. 52(6). pp.899-921.
Van Dooren, W., De Caluwe, C. and Lonti, Z., 2012. How to measure public administration
performance: A conceptual model with applications for budgeting, human resources
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management, and open government. Public Performance & Management Review. 35(3).
pp.489-508.
Wright, P.M. and McMahan, G.C., 2011. Exploring human capital: putting ‘human’back into
strategic human resource management. Human Resource Management Journal. 21(2).
pp.93-104.
Online
Human Resources Management. 2017. [Online]. Available through
:<http://study.com/academy/lesson/human-resource-management-definition-objectives-
responsibilities.html>.
Function of HRM. 2017. [Online] Available through <http://www.managementguru.net/human-
resource-management/>.
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