Benefits of HRM Practices for Employer and Employee

This article discusses the benefits of different HRM practices within an organisation for both the employer and employee. It explores the importance of practices like training and development and performance management in improving performance and productivity. The article focuses on the HRM practices followed by Debenhams, a multinational company operating in the United Kingdom.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION................................................................................................................................3
TASK 1.................................................................................................................................................3
P1: Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation...............................................................................................................3
P2: Explain the strengths and weaknesses of different approaches to recruitment and selection.. .4
TASK 2.................................................................................................................................................6
P3: Explain the benefits of different HRM practices within an organisation for both the employer
and employee. .................................................................................................................................6
P4: Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity.....................................................................................................................7
TASK 3 ................................................................................................................................................8
P5 : Analyse the importance of employee relations in respect to influencing HRM decision-
making.............................................................................................................................................8
P6 : Identify the key elements of employment legislation and the impact it has upon HRM
decision-making...............................................................................................................................9
TASK 4 ..............................................................................................................................................11
P7 Illustrate the application of HRM Practices in a work related context using specific examples
........................................................................................................................................................11
CONCLUSION..................................................................................................................................14
REFERENCES...................................................................................................................................15

INTRODUCTION
The human resource of an organisation is the real asset of any company. The human
resource management is a kind of process in which the company recruits people and bring
organisation and employees together to achieve objectives of the organisation. The HR manager has
a key responsibility of managing the work force of the organisation to achieve the organisational
goal in most effective and efficient manner. The Human resource management of an organisation is
responsible for its employee's job satisfaction, employee's job retention so that the talent of the
company stays within the organisation. The respectable organisation chosen for this report is
Debenhams, a multinational company which is operating in United Kingdom. It has the retail
departmental stores in more than 178 locations and franchise in different countries. This report deals
in the purpose and function of HRM in workforce planning, the recruitment and selection
approaches and benefits and effectiveness of HRM practices. Further it will deal with the employee
relations and different employment legislations and their impact on HRM decision making and at
the end with HRM practices with work related context.
TASK 1
P1: Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation.
The human resource management focuses on the recruitment, selection and management of
the employees in an organisation. It mainly plan and organise the workforce of the organisation so
that the organisational goals are achieved in the most effective and efficient manner. The HRM is
delegated with a task of finding the quality people for the organisation (Adla and et.al., 2019).
The workforce planning is the process of planning the recruitment of the people in an
organisation to ensure that the right candidate is selected at right time with right skills to achieve
organisational goals.
According to Edwin Flippo, Human resource management is the planning, organising,
controlling, directing of the development, procurement, integration, maintenance, compensation and
separation of the human resource to that end where the organisational, individual and social goals
are achieved.
According to Decenzo and Robbins, HRM is mainly concerned with a people's dimension in
the management. As every company is made of people, developing their skills, acquiring their
service, motivating the staff so that higher level of performance is given and at last ensuring that
they will continue to maintain the commitment so that goals and objectives of the company are
achieved.

The features of HRM are-
 This is the major part of management discipline as it helps in managing the staff of the
business efficiently in order to increase their productivity to achieve targets and goals of the
company.
 It is mainly concerned with the people as HRM relates to human capital or aspect and its
management.
 The HRM is worked towards the achievement of objectives of the company as it provides
various techniques and tools to manage the staff effectively.
 It is a continuous process as it starts from the point when an organisation is established and
it ends at the time of winding up of the firm. It is in operation daily as it is an on going
process.
The main purpose of HRM in any organisation are -
 The main purpose of HRM is to recruit the right person in the organisation. Debenhams
ensure that the HRM selects the correct person with requisite skills so that the organisational
goals are achieved.
 The second main purpose is it manages the workforce of the organisation and tries to create
coordination between them so that organisational goals are achieved effectively.
 The HRM seeks to improve the organisational performance and ensures that effective
communication channel is directed to all employees to solve their queries for efficient
running of the business (Brewster, 2017).
 It helps in effectively recruiting and selecting the workforce which is best for the company
as it manages the recruitment process.
 HRM focuses on training and development of the workforce so that they can effectively
contribute to organisational goals and also it will help in developing the career of the staff.
The functions of HRM in workforce planning and resourcing-
HRM plays a very pervasion role in the success of the organisation. The main functions
which HRM plays are- Recruitment and selection- The HRM scrutinise and select the qualified and skilled
candidates according to the job profile so that quality human resource is recruited to achieve
the organisational goal. The main purpose of this function is that potential candidate is
selected for the organisation who can contribute to its success. The HRM of Debenhams
ensures skilled and potential employees are selected to achieve the objectives of company.
 Performance management- The HRM not only monitor the performance of the employees
but also helps in improving the performance of the employees so that there is no hurdle in
the smooth running of the business (Delery and Gupta, 2016). The main purpose of this

function is continuous improvement in the skills of the employees so that organisational
goals are achieved. The HRM of Debenhams monitor and control the performance of
employees so that their skills are enhanced effectively for better performance.
 Training and development- The HRM provides requisite on the job training and off the job
training to its employees so that they can understand their roles and responsibilities. It is
basically an attempt to improvise the future performance of the employees. The main
purpose of this function is to increase the ability of the employees and improve the
knowledge in that particular job. The HRM of Debenhams ensures that every employee is
initially trained to fulfil its duty and then assigned the task for achieving organisational
goals.
All these functions of HRM helps the workforce of Debenhams in developing new skills or
improving the existing skills through the training and development function. This helps the
company in achieving its business objectives more accurately as the skilled staff contributes more
than unskilled one.
P2: Explain the strengths and weaknesses of different approaches to recruitment and selection.
Recruitment
The recruitment is the process of hiring the best suitable candidate for the job profile. The
process starts from inviting the application and ends when the candidate is selected and hired for the
job (Hoon, Hack and Kellermanns, 2019). Debenhams try to recruit the employees by internal as
well as external approach which helps in saving time, cost and effort to search suitable candidate.
There are mainly two approaches for recruitment-
Internal approaches of recruitment-
 Promotion- Under promotion, the employee is promote from its own job profile to higher
job profile which results in more progress and responsibilities with high authority.
Strength – The promotion is the best form of recruitment as it involves the candidate who is familiar
with the environment of the organisation and the working style of the company.
Weakness- Promotion sometimes blocks the opportunity of hiring the fresh talent in the organisation
which results in loss of new ideas and thoughts for the success of organisation.
 Transfer- Transfer is mainly the change in the job responsibilities and profile. It is basically
the horizontal shift of the employee from the same status of job to another with similar
package.
Strength- Transfer allows the employee to gain experience in other field which will result in new

responsibilities and development of new skills (ärlström, Saru and Vanhala, 2018).
Weakness- Transfer sometimes cannot be suitable for an employee because there is lack of quick
adjustments and more of the burden to perform a new job.
 Employee referral- Under employee referral, the employee currently working under the
organisation refers some known candidate for the job in the organisation. It is also one of the
internal approach of recruitment.
Strength- From employee referral, the candidate chosen for a job profile is indirectly known to the
organisation so there are chances that he may adapt the working environment easily.
Weakness- There is no diversity in this kind of recruitment while choosing the candidate as the
chosen candidate may or may not have appropriate skills to perform the job.
External approaches of recruitment-
The external approaches includes recruiting outside the organisation. Debenhams focuses
more on job advertisement and educational placements for recruiting the candidate.
 Educational Institution- Under this, the company visits the colleges and universities to hire
fresh talents for their organisation.
Strength- It helps in hiring the fresh and talented candidates who comes with more confidence and
ideas which helps in development of organisation.
Weakness- It is sometimes a bad option because the candidates lacks in experience to work.
 Job advertisement- Under this, the company publishes advertisement in the newspapers or
magazines and invites candidate to apply for job ( John and Taylor, 2016).
Strength- It helps in screening the candidates from wide areas which helps in recruiting the potential
candidate.
Weakness- It sometimes become difficult to scrutinize the potential candidate and hire the best one
because more visibility results in more competition.
 Recruitment agencies- Under this, the company contact the external agencies who have a
pool of applications of large candidates who help the organisations in providing the right
candidate.
Strength- This helps the companies in screening the best candidate out of large applications and
gives the organisation more options in recruiting the candidate.
Weakness- This is a difficult approach for the company as the recruitment agency may not be able
to find out the right candidate for the organisation as there may be confusion in understanding the

right requirement.
Selection
Selection is a process of hiring the right candidate at the right time at right job with requisite
skills. Debenhams focuses on interview and ability test to hire the candidate for their organisation.
Approaches of selection-
 Ability test- The candidate is selected after undergoing the ability test which checks the
knowledge of the candidate required for a job profile.
Strength- This helps in knowing the knowledge of the candidate which helps in examining the
aptitude of the candidate.
Weakness- Sometimes test cannot work to check the ability of the candidate which may sometimes
result in loss of capable candidate.
 Personal interview- It is the most common and important approach to hire a candidate.
Interview enables the organisation to know the personality and knowledge of the candidate.
Strength- Interview provides better results as interviewer can judge non verbal behaviour of the
candidate better.
Weakness- Interviews sometimes can be time consuming and provide low anonymity (Kehoe and
Collins, 2017).
For the company Debenhams, the right approach for recruitment can be job advertisement as
the efficient and interested candidate shall himself apply for the job which will be best for the
company. In respect of selection, interview is the best approach to select a candidate as a face to
face interaction will help the company in screening the confidence and practical knowledge of the
candidate.
TASK 2
P3: Explain the benefits of different HRM practices within an organisation for both the employer
and employee.
The HRM practices are those universal set of principles which every organisation must
follow to maintain their employee's efficiency and effectiveness which leads to greater performance
for the company. Debenhams follow many HRM practices that make their employees distinct from
other as they focus more on employee's performance improvement and building strong employee
relations. The HRM practices followed by Debenhams include-

 Training and Development- This practice is an essential practice of HRM. Training include
giving instructions or information to the employees to improve their skills and knowledge.
Development includes inculcating new skill or knowledge in the employee which results in
improved performance and better results in organisational performance (Korff, Biemann
and Voelpel, 2017).
Benefit to employee Benefit to employer
 Through training and development, the
employee will get a chance to improve
its skills and knowledge and even helps
in attaining new skill and attitude to
perform better.
 Training will help employee in adopting
the work culture easily and become a
part of the flexible organisation without
any hurdle.
 Through training and development, the
employer shall have better performance
from the employees which will help in
achieving organisational goals more
effectively.
 Training and development will help
employer in making the employees more
engaged in their work as it will develop
interest and knowledge about the
organisation's work which will bring
increased productivity.
 Performance management- Continuously monitoring the work of the employees help the
HRM to improve the performance of its employees. This helps in improving the attitude of
employees to handle the situation and also improves the performance of the employee to
perform better to achieve organisational goals more quickly and efficiently.
Benefit to employee Benefit to employer
 Monitoring the performance of
employees help the employees to
perform in a better version of themselves
which results in high productivity of
employees.
 Regular monitoring of performance will
help in engaging the employee in
discussions and debate which will help in
improving the performance and result in
employee engagement.
 Through performance management, the
employers try to improve the efficiency
of employees which results in
organisation's high productivity and
profits.
 The performance management will help
the employer in building strong
employer-employee relationship as
regular monitoring of performance will
increase effective communication

between the staff and employer which
will result in strong employee relation.
 Rewards management- The system of reward not only motivates employees to perform best
but also helps the HRM to ensure high productive work from employees which helps in
achieving organisational goals and objectives more effectively (Macke and Genari, 2019).
Benefit to employees Benefit to employers
 Rewards make employees motivated and
full of confidence which results in giving
better performance and increases their
chance of increments and extra benefits.
 This HRM practice shall help the
employees in increasing in their
productivity as the motivated workforce
contribute more towards the goals of the
company and will get more engaged in
the work of the organisation.
 Rewards system ensure high productivity
from employees which help the HRM to
achieve organisational goals and
objectives more efficiently and
effectively.
 This will help the employer in building
strong employer employee relationship
as the workforce will get motivated to
give best to the organisation and will
contribute in achieving organisational
goals effectively and efficiently.
P4: Evaluate the effectiveness of different HRM practices in terms of raising organisational profit
and productivity.
The employer has been attested with a responsibility to manage its employees. Its main
focus shall be on improving the performance of the employees so that they can result in better
productivity and profits for the organisation. There are various HRM practices that must be opted
by the employers to ensure high productivity level and profits of the organisation (Morley and
Heraty, 2019). The Debenhams follow many HRM practices that helps the employers to raise
profits and productivity level. Every HRM practice has been effective in raising the productivity
and profits which Debenhams follow. Some of the HRM practices are- Performance management- This HRM practice allows the HRM to monitor the work of the
employee and provide constant feedback to improve their performance. The employer shall
also praise the employee if his performance is beyond the expectation as it will motivate the
employee to perform better which will result in raising the profits and productivity of

organisation. This helps in satisfying the employees as their performance will be monitored
and evaluated every time which will bring best in them Training and development- This HRM practice allows the employee to improve its requisite
skills and knowledge and also gives a chance to obtain new skills and knowledge to perform
their jobs. This helps in increasing the productivity of employees who can contribute more
to organisational goals which will result in raising the productivity and profits of the
organisation.
 Rewards system- Rewards are something for which every employee works. This not only
motivates the employees to perform better but also gives confidence to do the job in a better
version. The employer bribe the employees for reward to perform better which will result in
achieving organisational goals more effectively and efficiently and thereby help in raising
the organisational profit and productivity (Nejati, Rabiei and Jabbour, 2017). This practice
helps building strong employee employer relationship as it helps the workforce in working
their best with the support of employers.
The Debenhams ensure that the employers uses these tools to motivate the employees to perform
better which can result in more profit and productivity for the organisation.
Development of Organisational HRM practice using Value chain model.
The Debenhams company can develop its own HRM practice by using this model as it
requires the company to attract the talent first and then motivate them by managing their
performance. Then the company will pay the staff for their performance so that they get engaged in
their work which will help in developing their career. After this, the organisation shall retain the
employees by talent and succession planning and at the end workforce planning will help in
performance of the employee.
Illustration 1: HR value chain, 2020

TASK 3
P5 : Analyse the importance of employee relations in respect to influencing HRM decision-making.
The employees are the integral part of the organisation. They work for the success of the
organisation and are the real asset for the company. The employer is entrusted with a duty to make a
positive working environment for employees so that they can work effectively for the organisation
(Ng and Parry, 2016). The employers in Debenhams focuses on healthy employer employee
relationship so that employees feel focused, motivated and satisfied with their job. Employee
engagement is a part of healthy employer-employee relationship so that there is feeling of
belongingness to employees and they feel they are valued in the organisation. This gives job
satisfaction to employees and they feel committed towards work.
There are many key approaches that employer of Debenhams use for creating employee relations,
some of which are-
 Effective communication- here must be a two way communication between employer and
employee so that they feel free to discuss their issues and concerns with employers. And on
the other hand, the road to open discussions and debates with employees are open to
employers where they can discuss on any issue to make a good decision for the employer.
 Regular feedbacks- The employer should constantly send feedbacks to employees for their
work so that they can easily adapt the working style of the organisation and can feel
motivated to work better. With regular criticism also, the scope of improvement for
employees will be open which can give better results to organisation.
 Update employee expectation- The employees feel motivated when their employer
communicate their expectation. The enthusiasm to stand on the expectation gives ability to
employees to perform the best which not only increase the organisational productivity but
also results in employee's better performance which gives better employee-employer
relationship (Ogbeibu and et. al., 2020).
 Rewards- The employees feel motivated when their employers reward them for their efforts
and appreciate their hard ward. These rewards act as building the strong relationship
between employer and employee so that they can mutually contribute to the organisational
goals effectively.
 Trust the employee- the workforce feel valued when their employers trust their opinion and
decisions and move forward with their point of view. This contributes to healthy
relationship. Once the employer has communicated the expectations and the goals, the

employers must leave to the staff to take decisions and work towards the desired goals.
 No favourites- in order to make healthy employee relation with everyone, the employer must
not play the game of favouritism. The whole workforce must be equal in the eyes of
workforce so that there is no personal biasness among them. This makes the employee
relation healthy and strong.
The HRM is entrusted with a duty to create a positive environment for employees which can
help them to perform effectively for organisation and the HRM can make decisions according to the
environment created between employees and employers. The HRM of Debenhams push the
employers to trust the abilities of the employees and prohibit the employers to play any game of
partiality so that there is no scope for discrimination in the organisation and equal opportunities are
available to all irrespective of their gender, race, colour, etc.
P6 : Identify the key elements of employment legislation and the impact it has upon HRM
decision-making.
The employment law is enacted to cover all areas from where employees rights are
protected. The employees rights may be infringed in any organisation so the legislature has enacted
many laws to protect their rights. The employer must ensure that rights of employees are protected
and they do not suffer any discrimination or ill treatment in the organisation. It covers areas like,
health and safety, recruitment, equal pay, equal opportunity and etc. (Plaskoff, 2017). The
Debenhams ensure that there is compliance with all laws in their organisation so that their
employees feel safe and happy while working. This will not only increase their productivity but also
help in achieving the organisational goals and objectives.
Some of the employment laws followed in Debenhams are-
 The Equality Act, 2010- This law ensures equal and fair treatment to all. No person shall be
subject to any discrimination in the organisation on grounds of race, gender, colour, etc.
There must be free and equal opportunities to all the employees in the organisation. But on
the other side of this law, it also allows discrimination on the grounds of protective
characteristics mentioned in the Act if there is any occupational requirement. In Debenhams,
if any dispute arises as to discrimination or unfair treatment, then the HRM must not take
any decision which is partial or discriminatory.
 The Health And Safety At Work Act, 1974- This Act is a traditional law under employment
laws designed to protect the employees from any risk or hazardous activity. It places an
obligation on employers to ensure that all safety measures are taken so that the working

environment is safe and healthy for employee to work. It also places an overriding
obligation on employees to take all necessary steps to ensure their own safety (Santhanam
and et. al, 2017). The HRM of Debenhams must ensure all safety measures are taken and
must ensure in case any accident occurs, the organisation must try to eliminate or reduce the
risk.
 National Minimum Wage Act, 1998 – This Act is designed to provide the employees at least
the minimum wages for their job. It places an obligation on the employer to to provide the
employees minimum wage. And every employee is entitled to this right irrespective of its
status in organisation. The HRM of Debenhams must always ensure that timely wages are
given to all employee (Shah, 2019).
 Employment Rights Act, 1996- This Act is aimed to provide rights to the employee in case
of unfair dismissal, maternity or paternity leave or redundancy. It also focuses on
employment contract in order to protect the rights of the staff and makes the terms and
conditions of the work clear.
 Employment Relations Act, 1999- This Act is designed to provide rights at the work for the
trade union whether recognised or de-recognised. It also focuses on industrial actions in
order to protec6t the employees from any kind of inequality.
 Working time Regulations of 1998- This legislation has important rules which every
employer is bound to follow which includes the working hours and the holidays to which the
employees are entitled. This law fixes the average working hour of the workers and the
holidays to which they have the right.

TASK 4
P7 Illustrate the application of HRM Practices in a work related context using specific examples
Application of HRM practices in Debenhams
The Human resource practices are those that has been used by the business as in order to
produce productive changes within the working standards so that profitability among working is
enhance on continuous basis (Yong and Mohd-Yusoff, 2016). In this better awareness within the
Debenhams is attained so that effective level of satisfaction is processed within working
employee's.
In relation to HR practices of Debenhams systematic implementation of different factors is
induced by which both short and long terms goals and objectives is accomplished within timely
basis. It is necessary for the business to manage the working standard so that abilities and working
potential of employee's is getting enhanced. It is used to develop working effectiveness along with
efficiency so that accurate amount of changes is addressed in successful manner.
Job Description
Job Details
Post : HR Manager
Company : Debenhams
Job Purpose
The Human Resource Manager has to play certain roles and responsibilities along with this
make sure that suitable action is implemented in order to accomplish certain task and activities.
The candidate must have strong communication skills as well.
Roles & Responsibilities
 Create appropriate scheme and policies
 Specify consecutive goals and tract for employee
 Manage working execution and productiveness of employee's

Job Specification
 Post: HR Manager
 Department: HR department
 Key: This shows what is required as an evidence:
 (R): Request form, (I): Interview, (R): Role
Attributes Essential Desirable
 Qualification &
Experience
 Post graduate from
constituted university
 Having minimum 3
year experience.
 Graduate from
constituted university
 Strong interpersonal
skills
 3 year experience in
related background
 Skills or knowledge  Amended emblematic
skills
 Effectual interactive
skills
 Develop strategies as
per requirement
Creation of structured interview- The HR of Debenhams make an advertisement about vacant
position as while promoting it from web portals, digital platform, newspapers etc. The HR has
asked some question that is define below as:
 What do you mean by HR within the business?
 Why the role of HR is essential at workplace?
 What is the basic requirement to manage the working behaviour and standard of an
organisation?
 Why our company hire you at this post?
Curriculum vitae
Name- XYZ
Address- ABC, London Street,
London, England
DOB- XX-XX-XXXX
Nationality- British
Summary

Self driven professional with an outstanding skills of manager and leader. I have the ability to
communicate effectively with employees and retain their loyalty base and have succeed in the
challenges of high pressure.
Skills
 Communication Skills
 Team Work Skills
 Leadership Skills
Accomplishments
I have successfully managed a staff of 40+ employees in an event held in Birmingham.
Experience
12/2017- Current HR manager in Hilton Hotel.
01/2014- 11/2017 Executive HR Advisor in Shangri la Hotel.
Education
2012 Masters in Business Administration from London University.
2008 Bachelors in Business Administrationt from London University.
Hobbies and Interest- Reading, writing articles.
Declaration
The mentioned information is true to my knowledge and faith
Date- XX-XX-XXXX.

Job Offer Letter
Mr./Ms,
Last-Name
Address
City, State Code
Dear Mr./Ms. Last Name,
Greeting from Debenhams!!!
Your company is highly obligated through your interview performance and for this we have
hired you as a HR within Debenhams. It is a full time job responsibility as with 40 hour working
within a week. You are hired on the package of $80,000/ year
The employment form is offer to you and in addition you also get other replicative facilities as
well which is provided to you at your joining on 30 September 2020.
It employment letter is accepted by you than provide as a revert and be there at office along with
your documents for further verification.
If you felt any kind of issue feel comfort to contact us.
Sincerely,
First-name,
Last-Name
Director,
Human-Resources
Debenhams
____________
I hereby accept the HR Manager, HR department position.
_____________________________
Signature _____________________________
Date ----------------------------
Process of recruitment and selection-

The Debenhams company can follow this process in order to hire the efficient staff. Initially
the company has to identify the need of how much workforce it is required to hire and then develop
the description of the position where it is to be recruited. The second step is planning recruitment
where Debenhams company will plan its recruitment. The third step undertakes sourcing and
advertising where the company will advertise the recruitment requirement. The four step involves
assessing the interviewing the candidates shortlisted while advertising. After this, the best candidate
will be selected and offer of employment shall be hand over to him. At last the candidate will on
board the journey of job towards its success.
Evaluation of the process and the rationale for conducting appropriate HR practice
The process of HR practices are strategic in nature. They depicts an vital guideline system that
establish coordination with the business executive plan. The HR practices of an organisation
involves formulating methods to measure and analyse the effect of employee reward program.
Other practices involve creation of program in order to reduce work related injuries and also build a
framework that ensures that the organisation is adhering to employment laws in an efficient and
effective manner.
HR practices involves creating safe and healthy workplace, fair evaluation system, 360
degree performance feedback system and knowledge sharing. Due to these HR practices
Debenhams is able to maintain and motivate it's workforce in an efficient and effective manner. It is
also important for retaining the employees as adopting HR practices such as performance linked
bonus have helped businesses to create a higher level of motivation among their work force and also
have resulted in increasing their performance level. HR practices also ensure that the organisation is
adhering to law as it is very important for business to work according to law in order to avoid legal
issues.
Illustration 2: Recruitment & Selection Process, 2020

CONCLUSION
From the above report, it is summarised that the human resource of an organisation is the
key towards the success of the organisation. The employer must always ensure that the employees
feel safe and comfortable in the organisation so that they work effectively and efficiently. There
must be compliance with every employment law in the organisation so that employees feel safe and
have a feeling that their rights are protected. Debenhams ensure that the HRM of their organisation
shall make decisions keeping in mind the benefits of employees as well as the organisation. The
recruitment and selection process followed in the organisation is very straight forward where
Debenhams goes for internal and external approaches so that the existing employees feel motivated
to work and the fresh talents can get entry into the organisation which will help in increasing the
productivity of the organisation. It is further added that healthy employer employee relationship is
very important for the success of the organisation because there are collective efforts of both
employer and employee which ensure the organisational profits and results in achieving the goals
and objectives of the organisation. Debenhams must show their employees that they are valued in
the organisation and are the fruitful asset of their organisation so that they feel full of confidence to
work enthusiastically for the organisation.

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