Human Resource Management Practices and Their Impact

This assignment delves into the world of human resource management, discussing its role in shaping a company's work environment. It highlights the significance of HRM practices in planning, recruitment, selection, and development of employees. The document also touches upon the impact of internal and external factors on HR planning and how it affects the work environment.

HUMAN RESOURCE
MANAGEMET

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................2
LO 1.................................................................................................................................................2
P1 Function and purpose of HRM...............................................................................................4
P2 Strength and weakness of different approaches of recruitment..............................................6
LO 2.................................................................................................................................................7
P3 benefits of different HRM practices for employer and employees........................................7
P4 Effectiveness of HRM practices in raising profit and productivity of business.....................8
LO 3...............................................................................................................................................10
P5 effectiveness of employee relation to influence HRM decision making..............................10
P6 Key elements of employee legislation affect HRM decision making..................................12
LO4................................................................................................................................................15
P7 human resource management practices................................................................................15
CONCLUSION:............................................................................................................................16
REFERENCE:...............................................................................................................................16
1

INTRODUCTION
Human resource management is a strategic approach for making effective management
for the organisation and employee. The human resource department help for improve business
environment, according to competitor changes, analyses employee performance and make
planning for achieve company objective. In the company human resource department concern
with organisation polices and make a systematic planning for the company development. John
Lewis partnership is a group of British multinational retailer shop. That will be work for the
providing company employee the best facility. The John Lewis partnership is the partnership
company. That will be work for providing services and make better productivity for customer
development. The company John Lewis partnership provide customer home product, luxury
services, and clotting facility. Report will analyse company human resource management
purpose and function. It also explains benefit of the human resource management practices of
employee and employer. In this we evolutes analyses importance employee relation to influence
human resource decision making. Key element of the employment legislation that will be effect
on the employee and human resource management.
LO 1
Overview of the organisation
John Lewis partnership (JLP) is the partnership firm that operates its business UK. It has
departmental stores, supermarkets, etc. JLP offers various products and services to upper and
middle class shoppers. Its products are cloths, audio- visual computing, financial services,
watches, jewellery etc. It was formed in London in the year 1864 by John Lewis. In the year
2014-2015 company has generated net profit 299.7 million. It has given bonuses to all its
partners 156.2 million. Retained profit of the business in this fiscal year was 143.5 million. In
2013-2014 it has generated net profit of 304.1 million and retained profit was 156.4 million.
Though, its revenues have been declined but still enterprise has maintained its market position
and is providing quality services and products to its consumers.
In the year 2012, JLP has established 30 full line department stores. All its outlets are at
city centre and in attractive locations where crowd is too high. Flagship Oxford street store of the
organisation is the largest outlet of JLP in UK. First store was opened in the year 2009 in Poole.
In the year 2011 new Tunbridge Wells and Swindon were opened. Unusually till the end of 1999
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John Lewis did not accept visa and master cards. Consumers had to pay for their products and
services through account card. In the year 2004 it has launched its own credit card. This was cash
back credit card that gives amazing level of rewards to consumers such as gift vouchers, reward
points etc. Firm also provides insurance products and for providing them insurance services it
has launched “Greenbee” in the year 2006. Initially it has started giving home, travelling and
event insurance to the end users but after that it has expanded its services and now it is offering
car, pet insurance as well. Later on Greenbee insurance services of the firm has been renamed
with John Lewis insurance. Now it is also providing broadband and telephone services to citizen
of UK.
John Lewis partnership has makes strategic planning in order to enhance revenues and market
share of business unit. Being a partnership firm it needs to concentrate on increasing profitability
of organisation but its partners are dedicated to serve consumers well. Recent statistics show that
company has around 83000 permanent staff those who are serving best to consumers across the
world. In the year 2017 its annual gross sale was over 11.5 Bn. Partners share their profit and
always put hard efforts in order to improve market performance of business unit. The main aim
of JLP is to enhance its profit and raise satisfaction level of consumers to great extent. It treats its
employees well and makes them positive towards brand. This is beneficial in order to retain its
skilled people in business for longer duration (Bailey, and et.al. 2018).
John Lewis partnership is partnership retail partnership firm. It founded in 1929 at
London. The company operate John Lewis and partner. Company John Lewis partnership
founded in London 1929 at Oxford street. 1856 John Lewis start work as salesman for peter
Robinson at Oxford stress. In 1864 peter Robinson offer partnership offer to expand business. In
that they sold silk and woollen cloth and haberdashery. John Lewis partnership give
opportunities to influence business through branch forums. The company provides different type
of services. The services are supermarket, department store, banking financial services and
provide retailer services. The company John Lewis partnership currently operate manufacture
business. The company also manufacture fabric and textile production. In direct services the
company provide their customer visa and MasterCard services. In 2004 the company John lewis
partnership launched company credit card and name of that “partnership card”. In this card
company provide Cash back credit card services, offering rewards and provide there customer
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vouchers for use John Lewis Partnership Company card services. In the super market services
the company. In John Lewis partnership every employee is a partner in the company.
P1 Function and purpose of HRM
1. Hiring & Recruiting:
The primary function by John Lewis partnership of human resource department is to hiring &
recruiting within an organisation. The department actively recruit, screens, interview and hires
qualified candidates for open positions (Chelladurai, and Kerwin, 2017). The Department
administers skills assessment and personality test to match candidates with the right job within
the company. The Human resource of John Lewis partnership also develops employee
handbooks that explain company policies & procedure to new hires.
2. Training & Development:
The Human Resource department of John Lewis partnership handles the training and
development of staff within an organisation. It creates training programs and conduct training of
new hires and existing employees. The human resource department of John Lewis partnership
also work in conjunction with department managers and supervisor to determine the training
needs of employees. John Lewis partnerships are also responsible for contracts with training
providers and monitoring training budgets.
3. Handling Compensation:
The Human Resource department of John Lewis partnership is responsible for various aspects of
employee compensation. The department typically handles employee payroll & ensures
employees are paid accurately and on time, with the correct deduction made. Human resource
department also manage compensation programs that includes pensions and other fringe benefits
offered by the employer.
4. Employee Benefits:
The Human Resource department of John Lewis partnership manages all aspects of employee
benefits, including health and dental insurance, long term care or disability programs as well as
employee assistance and wellness programs. The HR department of John Lewis partnership
keeps track of employee absences and job protected leave, such as family medical leave. HR
department representatives ensure employee receive the proper disclosures regarding benefit
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legibility or if benefits are not longer available because of a lay-off or termination (Bratton, J.
and Gold, J., 2017).
5. Employee Relations:
The HR department handles employee relation matters within John Lewis partnership premises.
Employee relations involve employee participation in different aspects of organisational
activities. The HR department of John Lewis partnership maintains the relationship between
employees and management by promoting communication & fairness within the
company(Brewster, Chung and Sparrow,2016).
The department also handles disputes between the company and labour unions or employee
rights organisations.
6. Legal responsibilities:
The HR department of John Lewis partnership is responsible for interpreting and enforcing
employment and labour laws such as equal employment opportunity, fair labour standards,
benefits and wages, and work hours recruitments. The department also investigates harassment
and discrimination complaints and ensures company officials remain complaint with United
States Department of labour regulations.
HR Purpose of John Lewis partnership
The main purpose of HR in John Lewis partnership is the coordination of an organisation's
people to achieve specific business objectives, fulfilling staffing needs, and maintain employee
satisfaction. HRM of John Lewis partnership accomplishes this through the use of people,
process and technology that focus on the internal parts of the organisation rather than on the
external environment. John Lewis partnership, HR department considering various fields- such
as psychology, business management, process management, information technology, statically
analysis, sociology, and anthropology- to achieve these objectives (Armstrong, and Taylor,
2014).
The HR Department of John Lewis partnership is concerned with the development of both
individuals and the organisation in which they operate. The department is engaged not only in
securing and developing the talent of individual workers, but also in implementing programs that
enhance communication and cooperation between those individual workers in order to nurture
organisation development (Brewster, Mayrhofer and Morley, 2016).
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The main purpose of HR department of John Lewis partnership is to focusing on optimum
utilisation, and maintenance of a company's workforce. This involves designing an
organisational framework that makes maximum use of an enterprise's HR & establishing systems
of communication that help the organisation operate in unified manner. HR department of John
Lewis partnership ensuring that the organisation is obeying worker-related regulatory guidelines.
P2 Strength and weakness of different approaches of recruitment
There are various methods of selecting a deserving candidate who can perform well in
business unit. Strength and weakness of each approach is described as below:
Internal recruitment
This is type of technique in which enterprise hire people from internal workplace
environment. It promotes the person or rotates their job so that vacant post can be filled with
right candidate.
Advantage
 Cost of internal recruitment and selection is very low because John Lewis partnership
will not have to spend much amount to conduct interview session or giving training to
new applicants.
 Person is well aware with existing company’s policies thus, individual would be able to
perform well at the new post. Thus, risk of spoiling the task can be minimised. Promotion motivates the employees and raises their confidence. By this way individual
perform their duties well and put hard efforts to met the organisational goal.
Disadvantage
 Internal recruitment process can create conflict among all employees. By this way staff
may feel disgruntled and individual will not contribute well in order to accomplish the
task well.
 By hiring candidates through internal recruitment process John Lewis partnership may
get failed to bring new fresh talent in business unit. Thus, it would limit the talent pool in
firm.
External recruitment approach
This is another most essential method of hiring people in business unit. In this process,
enterprise hire new candidates from external environment those who can perform well in firm.
Recruitment agencies, website selection etc. are several approach of external recruitment.
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Advantage
 Hiring people from outside environment will help John Lewis partnership in bringing
new ideas and innovations in organisation.
 Company would have large pool of talented people and John Lewis partnership may
select the best out of them.
Disadvantage
 Hiring people from outside market is time consuming and longer process.
 Cost of hiring is also higher than internal process
LO 2
P3 benefits of different HRM practices for employer and employees
The company can use approaches to workforce for their employees. They should have
using many types of approaches like; planning, selection, recruitment, training, development,
management performance and so on.
Benefits for employer
Enhance profitability of organisation
Planning, recruitment etc. are essential HRM practices that aid company in hiring most
talented people in business unit and managing them well. Through training, HR manager of John
Lewis partnership can enhance their knowledge and can make them able to perform well in the
organisation. This supports in increasing sales and profitability of entity to great extent.
Increase employee retention
Training and development, reward system practices of John Lewis partnership always
help in making people positive towards brand. By this way they work in business unit for longer
duration and contribute well in achieving goal of the firm.
Enhance productivity
By giving necessary training to staff HR manager of John Lewis partnership raise
production capabilities of employees. They work hard that aids employer in increasing
productivity of business.
Develop health workplace culture
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Planning, performance management is beneficial practices that always ai in developing
healthy relationship between employees and employer. That creates positive workplace culture.
All people support each other and work hard to meet the organisational goal.
Benefits for employees
Good salaries and incentives
Workers always prefer to work in a firm that appreciate their work and give them rewards
for their hard efforts. John Lewis partnership has effective reward system that encourages
employees. People get good salary packages and incentives. This fulfils their monetary needs
significantly.
Job satisfaction
HR manager of John Lewis partnership ensures creating healthy workplace culture
through planning, performance management practices. This raises confidence of person and they
stay in business for longer duration.
Balance personal and professional life
Effective HRM practices always support in making balance between personal and
professional life of staff. John Lewis partnership have effective HR polices and efficient leave
management process that aids workers in managing their personal life with professional.
P4 Effectiveness of HRM practices in raising profit and productivity of business
Human resource practices always support organisation in improving operational efficiency
and improving profit as well. Benefits of these practices are explained as below:
Planning
There are company will make a plan for their management department and employees.
They can use starting practical and theoretical points. The planning process helps their manager
The company can establishing more than destinations. And their business in good ways,
involving:
The company will decide make a plan for compare to the current staffing. The can compare to
the competencies members then they will need for future. JOHN lewis partnership company
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want to current use for their workforce. They want to finding new ideas select for new plan then
they will apply for their organization (Marchington and et.al 2016).
Selection and recruitment
There are select employees fights with opportunities and talents. The company want to good
and smart person for their business. Special work force challenges who person are able to set for
the job. They can create planning for the best selection for their organization. The employees
should have been capable and good talent for their work and practices. JOHN Lewis partnership
company can judge not only seen the candidate resume they will judgement pass for the
employees practical knowledge (Brewster and Hegewisch, 2017). By selecting talented people
in business, hr will be able to raise productivity of the firm and this will help in minimising
operational mistakes. Ultimately skilled employees will contribute well in raising profit of the
John lewis partnership.
The company should have minimum risk, and save money and time for recruitment. They
need to permanent and temporary employees their work. The company will decide good and
perfect person their work for the recruits. JOHN Lewis Partnership Company will create a plan
for employees recruitments.
Training and development
The company will provide training for their employees because they want to good training
for improved themselves. They should have change and improve skills, knowledge, personality,
communication their employees. They are needs to good development and new changes
themselves. JOHN Lewis Partnership Company will provide good training for their employees.
So then good developments from growth on the business (Lester Virick and Clapp-Smith,
2016). The company will use technology, new ideas, knowledge and innovation for their
developments. This helps in improving knowledge and skills of employees. By this way they
perform their duties more effectively. This enhances contribution of person towards firm and
they put hard efforts to increase sales of business unit and raising satisfaction level of consumers.
This aids John lewis partnership in achieving its goal significantly.
Performance management
The performance management needs to learn practices for the future. The company can
increase productivity and activity. They want to good and better performance from their
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employees. There are showing the employees' talent, good ideas and innovations so the manger
will decide which employee performance best for the job profile and promotion. JOHN Lewis
Partnership Company expects from their employees how to do perform their work and what
target achieves their teams and management. This motivates people and raises their confidence.
By this way John lewis partnership becomes able to retain skilled employees in business for
longer duration. All talented people feel happy and they work hard to raise productivity and
profitability of business unit.
Reward system
The company will provide offer, bonus, compensation, variable pay, gift vouchers,
incentives so on. They can be given good performance of employees. They want to great perform
from their employees. An organization provides job security and job offers for workers to take
responsibility in their work. The manager will take decision for rewards and properly time. They
should have given rewards system for their goal direction and good actions. JOHN lewis
partnership company should have provides for reward system for their employees.
LO 3
P5 effectiveness of employee relation to influence HRM decision making
The approaches of employee relation are strength of the company management team. The
company want to make relationship between employee and employer. The relationship identifies
issue at workplace, measure employee satisfaction and gives employee support to improve work
performance.
Employee relation is the important of improving employee and employer relation. John lewis
partnership give flexibility in there working hour and provide facility to complete there work and
improve work performance (Vivares-Vergara, and ed.al.,2016). So the company make planning
and strategy for making flexibility in the working condition. The company John lewis
partnership human resource team work on making employee effective work performance
company also give employee., employee and employer good relation make good working
environment. Employee and employer relation also effect company human resource team to take
decision according company employee activity. The company John Lewis partnership human
resource team make strategy and planning for the making better relation employee and employer.
In the John Lewis partnership give every employee partnership in the company for improves
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employee satisfaction and employee work performance. Every Employee partner in the company
so employee and employer have no difference.
If enterprise plans to make changes in its technologies, then many times employees resist
this modification. This increases sense of insecurity among them thus, they do not accept
modification in business. But strong employee relations support the firm in minimising
resistance By this way people will accept new HR policies and will work according to norms.
Furthermore, HR makes decision of giving rewards to staff and promotions. If there is strong
relationship between manager and employees then this will help in smooth functioning of
operation and minimising conflicts. Otherwise Hr of company will have to make changes in its
human resource decision.
That will be make a better working performance and give opportunities for develop
company working condition and make effective human resource decision the company human
resource team make strategy and planning for the employee development. in John lewis
partnership company every employee is work as employer that will improve company
productivity and profitability. John Lewis partnership give company employee opportunities tu
takes some decision according to their work and ability, so the employees work in the
organisation as an owner. Employee and employer relation influence employee to work in the
organisation and employees work long time in the organisation. In the flexibility company
employees are work for the company development and improve company productivity. Human
resource decision making also effect company employee work and work performance (human
resource management and performance 2018.),
When company human resource takes decision to give employee training for new
technology, develop skill, knowledge and ability. When company employee work in the
company organisation that time the company also give employee flexibility like working hour,
level and manage work according to work performance. Company employee and employer
relation make good company working environment, develop employee working capacity, and
influence employee for their work (Noe, and et, 2016). Company John lewis partnership provide
flexibility in work for improve employee working condition, working environment and making
better work facility. When company give employee and employer reward, gifts and other prize
for employee good work performance. That time employee and employer try to make better
work and improve company profitability and productivity. The John Lewis partnership give there
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employee company card, and other offer so the employee are satisfied for the company police.
The company also make strategy and planning for improve employee and employer relation.
Human resource management make strategy and use different approach for the making company
employee and employer relation and make flexible good working environment. In John Lewis
partnership every employee are partner in the company so the company employee have partiality
for work that will influence employee for work.
P6 Key elements of employee legislation affect HRM decision making
Hr manager of company has to minimise legal; compliances in organisation. HR manager
of John lewis partnership has to give necessary training to staff so that employees follow legal
regulations carefully.
Fair labour standard act (FLSA) explains that companies are required to give minimum
wages and over time benefits to all its staff members. Child labour is strictly prohibited. Thus,
HR manager of the firm has to make changes in its decision and have to provide accurate wages
to all workers (Guest 2017).
Occupational health and safety act is another major element of employment legislation.
This explains that organisation has to provide safer atmosphere to its employees. If any accidents
occur at workplace then employer will be liable to pay compensation for the same to injured
person. Hr department of John lewis partnership follows this legislation carefully and provide
safety training to staff, give them necessary material that can protect them from hazard (Albrecht
and et.al. 2015)..
Equal pay act is another important element of employment legislation. Human resource
manager of John lewis partnership provides equal wages to its entire staff without any
discrimination. Incentives and salaries are completely based on performance, skills of the
candidate.
Age discrimination act states that firms cannot discriminate people on the base of their
age. If candidate is able to perform well then entity has to give them same promotional
opportunities. HR department of the firm thus, look upon the capabilities of person and their
output. It aids raising staff retention and enhancing satisfaction level of workers (Brewster, and
Hegewisch, 2017)..
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LO4
P7 Application of human resource management practices
Human resource manager is responsible for hiring the best candidate in business unit.
Recruitment is most important part of HR in firm. John lewis partnership takes support of
external recruitment methods for filling the vacant post. HR manager of enterprise prepares job
specification and advertisement so that information of vacant post can be circulated to people.
This supports in brining fresh talent and hiring most deserving applicant in business unit who can
perform well in company. Digital platform and social networking sites are used by John lewis
partnership to circulate information.
Training and development is another most essential HRM practice. John lewis
partnership gives on the job training to its staff members. This makes people aware with their
role and responsibilities in the firm. By this way they perform their duties well and contribute in
gaining competitive advantage.
Reward management helps in motivating people and making them positive towards
brand.HR manager of John lewis partnership looks upon performance of each employee and on
the bases of their performance individual gives them rewards. This enhances satisfaction level of
staff and they retain in business for longer duration.
Job specification
Company John lewis partnership
Location London
Post Marketing manager
Qualification MBA in marketing from recognised university
Experience 2-3 year experience in relevant field
Areas of expertise Management, marketing, administration
CV
Andrew Evans
584584586
[e-mail]
Qualification
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 Graduation in Commerce from London University
 MBA in Marketing from London University
Skills and abilities
 Effective communication
 Technical skills
 Management skill
Working experience
 Worked 1 year in ABC Company as marketing executive from May 2016 to June 2017.
 Worked 1.5 years in XYZ Company as marketing leader from July 2017 to till date.
Achievement
 Awarded for best performance of the year in ABC Company.
 Continues incentives earned person in XYZ Company.
Declaration
I hereby declare that all information are true and correct to the best of my knowledge.
Signature
Place
Date
Documents of preparatory notes for interview
Candidate must be take notes related to how to behave in an interview. They must have
an idea about what questions can be asked to them in the interview. Also the candidate must be
confident in their speaking. Each panel member should have a copy of the template for each
candidate being interviewed. The template includes a table to assess the candidate against the
essential and desirable criteria, an offer checklist, guidance for each stage of the interview, and
space to insert questions and take notes.
Job offer
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January,1 2019
Mr. Andrew Evans
Dear Mr applicant,
John Lewis company is pleased to offer you the position of Marketing manager in our firm.
Your skills, experience and qualifications is ideal fit for our marketing department. As we
discussed your starting date will be 7 Jan 2019 and starting package will be $35000. You will
be provided with all type of medical, health and safety insurance. Also other facilities such as
accommodation and transportation service will be also provided to you.
Thank-you
James Arthur
(CEO of John Lewis)
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Rationale for conducting appropriate HR practices
Various HR practices like job description, preparing of CV is done because of it is an
important part of the recruiter's toolbox. This allows company to communicate the traits you find
desirable in their ideal candidates: such as education, previous work experience and any extra
traits that are needed in the role.
CONCLUSION
From the above study it has been summarized that company overview. In this define
company objective mission and mission. In this we also define purpose of the company and how
it will be effect on the employee working condition. The company John Lewis partnership
human resource team play different role and responsibilities for develop company working
environment of company. It also defines human resource work force planning, recruitment,
selection and development of employee in working environment. The human resource approach
will be effect on the company flexibility of working environment. It also identified internal and
external factor that affect human resource planning. Human resource management practice
affects the work environment.
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REFERENCE
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Armstrong, and Taylor, 2014. Armstrong's handbook of human resource management practice.
Kogan Page Publishers.
Bailey. and et.al. 2018. Strategic human resource management. Oxford University Press.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, 2017. The integration of human resource management and corporate strategy.
In Policy and practice in European human resource management (pp. 22-35). Routledge.
Brewster, and Hegewisch, 2017. Policy and practice in European human resource management:
The Price Waterhouse Cranfield survey. Taylor & Francis.
Brewster, C. and Hegewisch, A., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Brewster, Chung and Sparrow,2016. Globalizing human resource management. Routledge.
Brewster, Mayrhofer, and Morley, 2016. New challenges for European resource management.
Springer.
Chelladurai, and Kerwin, 2017. Human resource management in sport and recreation. Human
Kinetics.
Guest D.E, 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal. 27(1). pp.22-38.
Lester G.V Virick M and Clapp-Smith, 2016. Harnessing Global Mindset to Positively Impact
Advances in Global Leadership through International Human Resource Management
Practices. In Advances in Global Leadership(pp. 325-349). Emerald Group Publishing
Limited.
Marchington and et.al 2016. Human resource management at work. Kogan Page Publishers.
Noe, R and et.al., 2016. Human Resources Management: Gaining a Competitive Advantage,
Tenth Global Edition. McGraw-Hill Education.
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Vivares-Vergara and et.al.,2016. Impact of human resource management on performance in
competitive priorities. International Journal of Operations & Production
Management. 36(2). pp.114-134.
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