Employee Induction Manual Assignment

Human Resources Employee Induction
Manual

Table of Contents
INTRODUCTION...........................................................................................................................4
LO1..................................................................................................................................................4
P1 Purpose and the function of the HRM, applicable to the workforce planning and resourcing
of Burberry .................................................................................................................................4
P2 Strengths and weaknesses of different approaches of recruitment and selection..................5
LO2..................................................................................................................................................7
P3 Benefits of HRM practices for the both the employee and employer of Burberry................7
P4 The effectiveness of HRM practices in regard to raising the profit and productivity of
Burberry......................................................................................................................................8
LO3..................................................................................................................................................9
P5 The importance of employee relations in Burberry in influencing HRM decision making. .9
P6 The elements of employment legislation and its impact in HRM decision making in
Burberry....................................................................................................................................10
P7 The application of HRM practices in Burberry...................................................................11
CONCLUSION..............................................................................................................................13
REFERENCES.............................................................................................................................14

INTRODUCTION
Human resource management is the process of managing individuals in organisation and
retaining them in business for longer duration. The present study focusses on the purpose, scope,
functions of HRM. Current assignment is based on Burberry, it is the leading fashion house
which offers accessories, sunglasses, cosmetic products to consumers. It explains the different
approaches to recruitment and selection. It further explains the benefits of HRM practices to
employer and employee in Burberry by raising its productivity and profit. It further explains the
importance of employee relations in influencing HRM decision making. It will also evaluate the
key elements of employment legislation.
LO1
P1 Purpose and the function of the HRM, applicable to the workforce planning and resourcing of
Burberry
In today's competitive world to gain the competitive advantage, Burberry is having
effective management through strategic approach of the people in an organisation. Through this
strategic approach of human resource management, the Burberry is trying to maximize the
employee performance to achieve the organisation strategic objectives.
Functions and purpose of HRM
Recruitment is one of the most important function of human resource management applicable to
workforce planning, the main purpose of HR is to hire skilled candidates those who can
understand their job responsibilities and can perform it well. This may aid in raising performance
of business unit to great extent.
Another function is training and development, the agenda of organising training programs in
organisation is to raise skills of workers.
Purpose- The purpose of training function is to raise capabilities of employees so that they can
work more efficiently in Burberry. HRM consider the employee as the most important assets to
the Burberry as they help to gain the competitive advantage in the market and to gain that
competitive edge the HR department make the employee so much efficient to cope with the
challenges in the competitive advantage in the market through the training.

Reward management is essential function of HRM’s applicable to workforce planning
and resourcing. Its main purpose is to raise profitability and employee retention.
Purpose- The main purpose of reward management function is to retain staff for longer duration
and make them more committed so that they perform better and contribute well in raising profit
of Burberry. Raise satisfaction of employee: Evaluating the performance through the
performance appraisal process and have the check upon it is the important part that HRM has to
do. Certain targets are fixed by the manager for the employee to achieve that target. If they
successfully complete it, reward will be there. It leads to the employee satisfaction. Due to the
rising global competition, it has become difficult to hire the sustainable employees for the
Burberry. Add on to it is the lack of sufficient skilled labour (Morgeson, Brannick and Levine,
2019).
Purpose- Performance management is another function of HRM, its main purpose is to measure
what skill are required and the task, duties and the responsibility that employees has to perform
to attain the Burberry goal. As the employee is new in the organisation, the first step is to help
the new employee adjust him this new opportunity. So the HRM department ensure that the
employee is clear with his work. HR manager ensures that right candidate gets promoted to
higher post after analysing performance of each candidate. This supports in retaining staff and
managing people well in the firm(Reiche and et.al, 2016)..
P2 Strengths and weaknesses of different approaches of recruitment and selection
Recruitment and selection are essential function of HRM, it helps in hiring deserving
candidates in organisation. Different approach of this HRM function are explained as below:
RECRUITMENT – The overall process of searching prospective future employees and
encouraging them to actively seek jobs within an organisation. The job can be permanent or
temporary; paid or unpaid.
Two main approaches of Recruitment are explained as below:
Internal approach
Hiring people from internal workplace environment is called as internal method of
recruitment. Various methods are: - Employee Referral: - Every employee's record maintained
and when subsequent need arises; the suitable employees are considered. Promotion: - It is an

upgrading of the present status of the employee. Transfer: - In Burberry, its several branches are
there. Shift of an employee from one branch to another at the same position is transfer (Noe and
et.al., 2017).
Strengths of internal recruitment :-
 Improves Morale of employees
 Encourages Loyalty amongst employees
 Eliminates hasty Decision Making
 Reduction in Training Costs
 Self-Development
Weaknesses of internal recruitment:-
 Discourages new talent.
 Existing employees may lack the required qualification.
 Promotion of senior candidates discourages young and innovative minds.
External Approach
When people outside the existing employees are used to fill the vacant position, it is
called external recruitment. Advertisement:- Print and electronic media is used to announce
vacancies. Walk-Ins:- People who enter Burberry in search of job. Private Employment
Agencies:- These act as middleman between Burberry and the probable employees. They charge
a particular fee for their services. Educational Institutes:- Burberry visits various institutes and
placement of students with innovative ideas is done (Guest, 2017).
Burberry implements external recruitment approaches, It takes support of recruitment
agencies in order to find the best candidate for vacant post. These consultancy firms send most
talented people in interview round and Hr manager selects the most deserving person out of
many.
Strengths of external recruitment :-

 This method is most effective as Burberry can get fresh talent from outside environment.
These fresh talents can bring innovative idea which may support the firm in improving
working efficiency.
 External recruitment method is suitable in finding skilled people in less time.
Weaknesses of external recruitment:-
 Some times hiring new candidate for higher post develops feeling of jealousy among
existing workers and they feel demotivated and think to job soon.
 Burberry will have to pay fees to recruitment agency and also firm will also arrange
training sessions for new person which may increase financial burden on company hence
it is Expensive method of hiring.
 New employees may not adjust or adapt to existing environment.
Selection:
The process of segregating suitable applicants out of all the applicants and selecting
them for fulfilment of the required roles is called selection.
Approaches of Selection :-
Interview Method: - A one to one conversation where questions are asked and answers are given
between two parties is an interview. The two parties are 'interviewer' and 'interviewee'.
Interviews can be: Structured:- Here specific questions occur in a specific order. 'Ladder
Interview' and 'Face to Face Interview' are few examples. Unstructured:- Open Ended
conversations take place. Burberry takes support of interview method for selecting the suitable
candidate.
Strengths of selection: -
 By using interview method Burberry can easily analyse skills and capabilities of
candidate, as face to face interview always support in finding the best person out of
many.
 Elimination of undesirable candidates is the main strength of this selection method for
Burberry.
 By taking interview HR of Burberry can collect more additional details about candidate
and can measure whether individual will be retain in organisation for longer duration or
not. Furthermore, skills can be tested easily by this technique.
Weaknesses of selection:-

 Dishonesty on part of candidates, it is another drawback of using this method.
 Expensive, as Burberry will have to spend more amount to hire new candidates from
external market
Psychometric Tests-
These tests are used to measure individuals' behaviour and his mental state. It is
identified, the extent up to which a candidates' cognitive behaviour and personality match (Pugh,
2016).
Strength
 It is simple and cost effective method, by applying this test company can select the best
candidate in less time.
 It is unbiased approach hence candidate can get selected on their skills bases rather than
personal relationship.
Weakness
 It might possible that HR receive false answers
 No personal interaction sometime create confusion in hiring the right person for right job.
LO2
P3 Benefits of HRM practices for both the employee and employer of Burberry
HRM is considered as one of the most important function which helps top organisation and
its employees both in significant manner.
HRM Practices Employee Employer
Recruitment It gives the employees
monetary and non-monetary
benefits by working in
Burberry.
It builds the career map of an
individual.
Bring new talent to Burberry
which results in increasing its
operational efficiency.
It fills the empty job roles in
Burberry.
Training and Development It develops new skills and
competencies in an employee
which supports its overall
personal and professional
Trained workforce helps the
employer to achieve better
performance by optimum
utilisation of resources in

development.
Training and development of
employees of Burberry helps
them to gain more knowledge
which increase their efficiency
to work.
Training HRM practice helps
employees in developing their
capabilities. By this way
individual can get better career
development opportunities in
the future. Furthermore, it
raises their working efficiency
hence they get chance off
earning high incentives,
bonuses.
Burberry.
Training and Development
increase the overall
productivity of Burberry
which results in earning better
returns.
Burberry gets benefit from
training practice because firm
makes people aware with their
responsibilities which aids in
improving their working
performance. This would help
in finishing the given task on
time. This would help in
raising operational efficiency
of business and minimising
errors as well. Furthermore,
employer will get benefit of
high productivity by giving
training to staff.
Payment and Reward
Management
Reward Management system
in Burberry keeps the
employees happy and loyal.
Employees are motivated to
work and reward system
enhance their job satisfaction.
By getting attractive pays and
incentives employees feel
happy, this fulfil their financial
needs. They feel secure as
well.
An appropriate reward system
in Burberry motivates the
employees to contribute
maximum to the company and
hence increases the overall
efficiency of the concern as a
whole.
Burberry gets benefit of high
staff retention by offering
rewards to employees. By this
way people feel satisfied and

they support in each complex
situation of business.
Furthermore, satisfied people
work hard that help in raising
profit and productivity of
organisation.
Flexible working Burberry offers flexible
working environment to
workers, by this way
employees feel happy and they
get benefit of making balance
between personal and
professional life. They can
give time to their families.
It enhances satisfaction level
of employees and make them
more productive. It reduces
stress level which helps in
retaining them in Burberry for
longer duration. hence
company needs not to spend
much amount in recruitment
because existing workers work
for longer period.
Performance Appraisal Performance Appraisal of
employees of Burberry helps
the individuals to gain positive
feedback and identify the areas
of improvement for them. It
supports the future growth of
employees.
It is a valuable technique for
the employees of Burberry as
it prepares the SWOT analysis
of each and every employee
serve as source of career
planning.
A fair merit based system in
Burberry motivates the
workforce to work with
greater commitment for the
company.
Performance Appraisal in
Burberry helps the employer
in deciding about the rewards,
promotion and transfers of
staff.

P4 The effectiveness of HRM practices in regard to raising the profit and productivity of
Burberry
The purpose of HRM practices is to maximise the productivity of Burberry by increasing
the effectiveness of its employees. HRM practices ensures an optimum policy structure in
Burberry which makes the employees clear about the vision and mission of the company. A well
aware employee workforce works in a way to support and achieve the goals of Burberry.
Recruitment brings new talent to Burberry, which enables the completion of right work
by right employee at right time. Skilled employees in Burberry increases the productivity of
company and reduce the duplication of efforts. A competent workforce has a better
understanding of work culture and they ensure operational efficiency.
Training and Development of workforce makes them more capable to handle workload. It
eliminates the need for additional labour and hence cutting down additional labour costs. A
reduced labour costs contribute in reducing overall expense of Burberry and thus raising its
profit. A trained workforce works with due diligence in all activities. It reduces wastage and
increases the productivity of Burberry.
Burberry prepares job description, takes interview to select the right candidate, this
practice helps the organisation in selecting most deserving candidate who can work better in the
firm. Skilled people perform well and contribute well in raising productivity of business.
Furthermore, enterprise takes interview which helps in analysing skills of person effectively.
Experienced and knowledgeable people work hard in organisation which supports in increasing
productivity level of organisation. Furthermore, reward management assists in motivating staff
members and making them loyal towards the brand. By this way they work better in a team
which helps in completing task on time and effective utilisation of resources.
Performance appraisal programmes in Burberry boost the employees output, employees
become more focussed and committed in their work and contribute greatly in organisation's
productivity. Performance appraisal does a SWOT analysis of employees which in turn gives a
scope to identify the improvements to be implemented in performance. An improved workforce
generate greater productivity which in turn result in greater revenue and greater profit (Cascio,
2015.).

LO3
P5 The importance of employee relations in Burberry in influencing HRM decision making
External and internal factors affecting HRM decision making
Government regulations- This includes, laws, rules and regulations which has been implemented
by government and can impact decision making of HR. Like for example HR of Burberry can
implement policy like that no employee will work in hazardous working condition as it can
hamper the working environment of organization
Technology- Advancing technology can also lay impact on HRM decision making. They have to
make sure that all the training methods which has been used by them are technological advanced
and easily understood by the workers. This can also assist firm in retaining employees and
reducing employee turnover.
Employees Relations refers to the effort of company for the management of relationships
between employees and employer. Employee relationship program helps Burberry to provide fair
treatment to its all employees which retains employees in the organisation.
Importance of Employee Relation: When there is strong and healthy relationship
between employees and employers, it facilitates decision making in Burberry. When employees
enjoy each other’s' company, it results in fewer conflicts in the workplace and decision making is
improved. The employee's relation programmes empower employees to share a flexible relation
with its employer and bring innovative ideas to contribute in better decision making. A good
employee and employer relationships in Burberry's establishing scope of delegation of work.
Sharing of responsibility and authority facilitates effective decision making in Burberry. An
employee feels the sense of ownership in company when it shares a good relationship with
employers and hence is motivated to work for the welfare of Burberry and support decision
making in its stake. For example: Good employee relations in Burberry facilitates employer to
implement technological updating decisions in the company.
Employee relationship or engagement is always beneficial for organisation. Burberry
gives appraisal to its workers on the bases of their performance. This supports in developing their
confidence and developing healthy bonding within. Burberry evaluate performance of staff
members and give them rewards accordingly. Such HRM practice aids in motivating staff and
making them loyal towards the brand. By this way people feel connected and it develops strong
relationship between employees and employer. It influences HR decisions of performance

management because HR manager of Burberry has to evaluate working of person carefully so
that relationship does not get affected.
Employee relationship also influence other HR decisions such as recruitment. If there is
strong bonding, then people will like to work in organisation for longer duration then firm will
not have to spend much on hiring new candidates because existing workers will work her for
lengthy period hence it is beneficial for the Burberry.
Employee engagement or relationship also influence HRM flexibility decision, as people
will share their feeling with management, if they have good bonding then HR will get to know
needs of workers and would be able to provide them flexibility accordingly.
Zinger Model of Employee Engagement – The model provides 12 key factors the
company should follow to achieve significant results. The factors consist of to achieve results,
craft strategies, enliven roles, excel at work, get connected, being authentic, live recognition, full
engagement, identification with organisation, serve customers, personal development and
attainment of happiness. These all factors improve the involvement and dedication of employees
in the organisation (Banfield, Kay and Royles, 2018). Burberry has to follow employee
engagement tools in order to retain staff in organisation for longer duration.
Atkinson's Flexible Model is an organisational tool used for optimum allocation of human
resources according to the market instability and the workforce flexibility. It compromises of 3
types of flexibilities :
Functional Flexibility : This is associated with management relocating core workers
between multiple tasks and developing functional flexibility within employees by increasing
training and providing flexible working hours. If Burberry gives functional flexibility to its staff
members, then people will be able to make balance between their work and personal life. This
will raise their commitment and will make them positive towards the firm. Hence it give benefit
of increasing retention of workers in organisation. HR will also be able to make changes in
workplace easily because more committed person will be able to accept changes without
resistance.
Numerical Flexibility : It is associated with matching labour demands with the number of
employees under the contract of the company. This is achieved through short term contracts and
outsourcing. This type of flexibility will help in fulfilling needs of employees, by this way they

will like to work in organisation which will develops healthy relationship between employees
and employer. HR will get benefit in taking right decision in term of promoting the candidates.
Financial Flexibility : It is related and supportive of numerical and functional flexibility.
It is the capability of the company to adjust the price of labours in accordance with the demand
and supply of workforce in company. Burberry employee’s financial flexibility in the company's
operations in order to grant compensation to individuals on the event of termination of their
contracts.
P6 The elements of employment legislation and its impact in HRM decision making in Burberry
Employment Legislation refers to the laws and regulation that governs employment
across the workplace. The key elements of employee legislation are stated as:
The Health and Safety Act, 1974 : The act regulates employer to provide adequate
ventilation, heating and lighting at workplace. It requires providing clean and hygienic
conditions involving clean wash rooms, safe passageways, etc. The health and safety act bind
Burberry to ensure proper implementation of laws at the workplace and comply with all the
rules. It effects its decision making as certain funds are needed to be allocated for the
maintenance of clean and hygienic conditions at the workplace. This act impact on HRM training
decisions, now Hr needs to give training to staff about safety measures and now it is essential to
take care of safety of workers. This gives benefit to Burberry in developing confidence of staff
members and raising their working efficiency.
The Minimum Wages Act, 1998 : This act involves the fulfilment of legal requirement
of setting minimum rate of wages to be paid to the employees for per hour of work. It governs
that no employee is paid less than the national minimum wage determined. The minimum wages
act binds Burberry to pay 7.83 pound per hour to workers whose age is more than 25, 7.38 pound
per hour to workers whose age is between 21 to 24 and 5.90 pound per hour to workers aged
between 18 to 20 years. The minimum wage requirement affects the payroll decisions of
Burberry. This legislation impacts on recruitment and pay role practices of HRM, as now Hr has
to ensure providing adequate amount of salary to its all staff members. If it is not done, then
company may have to pay penalty for not following the law carefully.
The Equality Act, 2010 : This act provides to protect people from any discrimination at
the workplace. It promotes fair treatment at workplace of all employees irrespective of their

caste, creed, gender, religion, etc. The Act binds Burberry to promote and formulate policies that
promote equality at workplace. It affects the decision making process by inhabiting the policy of
fair treatment to all employees. For example: Burberry gives equal promotion opportunities to all
employees irrespective of their gender, culture and caste (Bailey and et.al., 2011). This act
impacts on performance management, reward management practices of HRM, as now it is
essential that Burberry gives equal promotional opportunities to all staff by considering their
performance only rather than relationship with candidate or their age or race.
P7 The application of HRM practices in Burberry
Recruitment is the most essential HRM practice which helps in hiring of deserving
candidate. Burberry wants to recruit HR manager for the company for that it has follow different
practices. The application of Recruitment in Burberry can be explained as:
Job Specification
It is essential to specify the requirements of particular job. This helps in setting the
criteria of selection of particular person. Furthermore, job specification helps HR to evaluate the
skills or capabilities of person against the set criteria. Burberry can get many resumes for this
post but HR has to ensure that person who has good experience and have necessary educational
qualification get selected for the vacant post. In the absence of job specification, employer may
get failed to select the deserving candidate or the suitable person who can work on that post
effectively.
Job Title Human Resource Manager
Report to Operational head
Roles & Responsibilities Hiring skilled and competent employees
Retention of staff
Conduct training and development programs
Performance Appraisal
Qualification MBA from renowned University with minimum 60 percent
Title of the job Human Resource Manager

Date: 27/5/2019
Qualification Essential Desirable Met
Completed MBA with
60% (Human resource
management)
Diploma in management
in HR
Yes
Yes
Need of Experience
Five-year experience of
working as human
resource assistant
Yes
Personal characteristics
Strong communication
skill
IT knowledge
Management skill
Conflict Resolution skill
Yes
Yes
Yes
Yes
Roles and
Responsibilities
Arranging training for
staff members
Measuring performance
of employees
Reward Management
Yes
Yes
Yes

Preparatory notes for interview:
This is another essential practice in recruitment in which HR of Burberry has to prepare
the interview notes, individual has to set the particular questions which may help in analysing
capabilities of candidate. Answers given on such questions by applicant will support in
evaluating the person and selecting them accordingly.
 What is your requirements for salary?
 Have you possessed experience of working as HR?
 Why do you want to work with Burberry?
 What were your roles and responsibilities in your previous job?
 Why company should hire you?
Criteria for selection
Setting selection criteria is another practice in recruitment in which firm has to select the
candidate by considering standards. By this way enterprise can get benefit of high contribution
by employee in development of firm.
 Person has relevant experience and have degree of necessary education.
 Technically sound person
 Knowledge of the latest software
 Managerial skill with high patience level.
Offer letter
It is the legal process that company has to give offer letter to selected candidate, in this
document all kind of terms and conditions are maintained which helps in minimising future legal
issues. Individual can understand their job responsibilities and can know the pay that would be
given to selected person for particular post.
27 May 2019
Mrs. Mariya
London
Email: [e-mail]
Dear Mrs. Mariya,
We are pleased to inform you that you have been selected for the post of human resource
manager in Burberry. You can join from 1st June 2019 by latest. You will have to report to
operational head. You are offered 80000 pounds per annum salary for the human resource

manager post. Your skills and experience matched with the vacant post and we hope you will
prove to be an asset to the organisation.
Regards,
Human resource department head
Evaluation of process
For recruiting a skilled and competent employee for a job role, HR of the company has to
follow necessary steps. Firstly, it is essential to prepare appropriate job description. This assists
in analysing the skill required for the job designation and selecting the right candidate for it.
Interview notes helps in taking interview of candidate and evaluating their capabilities and aids
in assisting the vision of the candidate. Job offer letter is also given by HR to the selected
candidate, this document is necessary as it contains terms and condition of employment contract
are written in it (Wilton, 2016). The entire recruitment practice needs to be done in systematic
manner. This aids in analysing capability of person and selecting the right candidate who work
perform well in organisation. If it is not done, then enterprise will not be able to raise tits
productivity.
CONCLUSION
From the above study it has been summarized that the Human Resource Management of
Burberry, aids in the workforce planning and resourcing of the company. It evaluates how
Recruitment and Selection process can strengthen the workforce planning of Burberry. HRM
practices are beneficial for employees and employer both, as it helps workers in getting
employment opportunities & career mapping and employer gets benefit of resourcing new talent
in Burberry for improved performance of organisation. It also raises the profit and productivity
of Burberry and employee’s relations effects the decision making in Burberry to a great extent.

REFERENCES
Books and Journals
Bailey and et.al., 2018. Strategic human resource management. Oxford University Press.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European resource
management. Springer.
Cascio, W. F., 2015. Managing human resources. McGraw-Hill.
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.
Morgeson, F. P., Brannick, M. T. and Levine, E. L., 2019. Job and work analysis: Methods,
research, and applications for human resource management. Sage Publications.
Noe, R. A. and et.al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Pugh, L., 2016. Change management in information services. Routledge.
Reiche, B. S. and et.al, 2016. Readings and cases in international human resource management.
Taylor & Francis.
Wilton, N., 2016. An introduction to human resource management. Sage.
Online
What is the Health and Safety at Work Act. 2019. [Online]. Available through <
https://worksmart.org.uk/health-advice/health-and-safety/employer-duties/what-health-
and-safety-work-act>