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HRM Functions And Their Purpose

   

Added on  2020-12-09

21 Pages6108 Words100 Views
HUMAN RESOURCESMANAGEMENT

TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1LO 1.................................................................................................................................................1P1. HRM functions and their purpose.........................................................................................1P2 Strength and weakness of approaches of different HRM practices........................................3LO 2...............................................................................................................................................11P3 HR practices which can help both the employee and employer of the ARCADIA grouplimited........................................................................................................................................11P4 Effectiveness of different HRM practices in raising organisational profit and productivity...12LO 3...............................................................................................................................................14P5 Importance of employee relationship with influence laid by decision making of HRM atArcadia Group Ltd.....................................................................................................................14P6 Employment legislation and their impact on HRM decision making..................................15LO 4...............................................................................................................................................16P7 Application of HRM practice...............................................................................................16CONCLUSION..............................................................................................................................19REFERENCES..............................................................................................................................20

INTRODUCTIONHuman resource management (HRM) is the department which is responsible for managingpeople in organisation. HR has to give training to staff and have to hire skilled people in the firmthose who can contribute well in meeting with organisational goal. It is the management part thatis more concern about workforce in workplace and their contribution in business unit (Brewsterand et.al., 2016). Present study is based on Arcadia Group Ltd. It is the private retail firm which offers rangeof clothes to consumers. It has employed around 22000 employees those who work in Londonand many other countries. It has its outlets across the world, corporation also sell its products andservices through online platform.. Current study will explain purpose of HR function and responsibility of human resourcemanagement. It will describe various internal and external factors that influence decision makingof HR department. Report will define various approaches of employee relationship and itsimportance to business. Furthermore, employment legislation and their impact on HRM decisionwill be explained in this study. Assignment will prepare CV for specific job role and will preparenotes for interview in this study. LO 1P1. HRM functions and their purpose Arcadia Group Ltd. is one of the best high fashion brand including 19,000 employeesworldwide. The company established the first chain of ready to wear and bespoke suits in Leedswhich is still the head office. The company started to grow by mid 1960s which then acquireswith Wallis, Miss Selfridge and outfit. In 2002, Arcadia Group joined with Taveta Investmentswhich expanded their digital business and boost their international growth by establishingbranches and franchises in New York, Las Vegas and Los Angeles. Human ResourceManagement helps in managing the people within organization and enables the manager to viewthe people as an important resource. This can utilize the workforce for the growth of thecompany and self satisfaction of the employees. In Arcadia they treat their employees fairly andprovide various services related to heath issues (Varkkey and Dessler, 2018). Their HR teamsrecruit best and talented candidates which are responsible for the organization development andemployee relations. HRM functions plays an important role in current staffing needs andorganizational objectives. There are various functions like managerial and operative functions1

and are inter-related to the organisational objective of HRM (Morgeson, Brannick and Levine,2019).Human Resource planning: It involves the formation of a risk team with a balanced mix ofskills, appropriate staff recruitment and team voluntary appointments. This feature analyses andidentifies employee needs to build effective and innovative teams. The most important HRPstrategy is the development of personnel and employees and provide proper human resourcepolicies. The aim of personnel planning is to maintain the required skill level, by avoiding lackof skills in the workforce, to stop the impact of stopping profits from staff that are too little, planfor succession and establish optimal composition of future employees with the right skills in theright amount of recruitment. Arcadia Group have 1000 employees giving priority to GroupFunctions by providing various types of services which can help their workforce to grow andsucceed (Taylor, Doherty and McGraw, 2015).Recruitment and selection: The purpose of the recruitment is to provide a sufficient number ofemployees who are qualified to fill jobs in an organization. Job analysis, recruitment, andselection are the main functions of the staff. Appointing a candidate is a pre-selection functionthat results in the recruitment of potential candidates for the organization so that managementselects the right candidate from the group. After appointment, the process begins with theprocess of selecting the right person with a written exam to review relevant topics, oralexaminations, final interview group discussions, and backgrounds to verify the candidate'sauthenticity and authority to identify the job (Bal and De Lange, 2015). HR teams at Arcadia areresponsible for choosing the best candidate within given frame-time.Training and Development: Training and development programs provide useful ways to ensurethat employees can do their work to an acceptable level. This personnel management functionhelps employees to acquire the skills and knowledge to carry out their duties effectively.Training and development programs are held for new and existing employees. Employees areprepared for higher responsibilities through training and further education. Talent andorganizational development at Arcadia offers the best training which enhance their skills andwork experience for the future development (Gallagher and Underhill, 2012).Performance Management: The purpose of this HR function is to measure the effectiveness ofthe employees or workforce in context with their performance in completing the jobs. It is thecontinuous process where objectives are established and provide coaching feedback to the2

employees so that they know about their efforts in accomplishing organization goals. Arcadiaoversees the work of employees to ensure that they are acceptable or not. They evaluate theperformance of individuals and teams, connects individual innovation and business profitability.It also takes into account which tasks should be evaluated and who should evaluate the work ofthe employee (Pugh, 2016).Compensation and benefits: Compensation is also related to staff development in terms ofremuneration, and is an important incentive to motivate employees to a higher level of workwithin the organization. The main purpose of this function is to provide compensation likeincentive rewards, promoting teams, individual awards, recognition awards etc. The purpose ofbenefits is to maintain the area of employees by fulfilling the common needs of employees likeflexible working hours, better policies such as health insurance (Elkoussa and Williams, 2019).Arcadia Group uses this feature which motivates employees to achieve rewards, performancegoals, innovation, and profitability through corporate rewards.P2 Strength and weakness of approaches of different HRM practicesApproaches to workforce planningIt is the process of managing employees and making correct plan to hire right people inthe organisation at right post. Workforce approach, workload and competency approach aremajor approaches. Arcadia group follows workforce approach of planning.StrengthWeaknessWorkforce approachThis helps in hiring capableworkers on the vacant postHiring cost through thisapproach is very high.Approaches to training & developmentOff the job and on the job are two main approaches of training and development. Arcadiagroup takes support of on the job training methods. It gives practical training to staff so that theycan perform well in actual workplace.ApproachStrengthWeaknessOn the Job methodIt helps in improving practicalknowledge of workers (Pottsand et.al., 2016)It is time and cost consumingapproach for the company.Approaches to performance management3

360 degrees, trait and self-appraisal are some main performance management approachesthat are used in business units. Arcadia group take support of 360-degree method in order tomeasure working of existing staff members.ApproachStrengthWeakness360 degree approachIt helps in motivating workersand evaluating the actualworking of employeeseffectively (Shen and Benson,2016).It is time consuming processand increase chances ofgetting biased answersReward systemMonetary and non-monetary are main approaches of reward management. Arcadia groupimplement monetary reward system in its workplace.ApproachStrengthWeaknessMonetary approachIt motivates employees, astheir needs get fulfilledeffectively by gettingincentives, bonusesIt increases cost of businessand also it is unable to satisfyneeds of each individual inworkplace.Recruitment and selection approachesInternal recruiting: Internal recruiting is a process or a method to find out the bestcandidates from within the organisation which give benefits to the organisation. The mechanismformal or informal which can help to identify the quality of internal candidates. And this methodis very common in large companies and it includes things like promotions and referrals ofsupervisor (Latorre and et.al., 2016). External recruitment: The external recruitment is a procedure of organisation which hirethe candidates from outside the organisation, to see if there are any qualified person who canperform good in existing job vacancies.StrengthWeaknessInternal recruitment approachCost of recruitment arelower: If the budget ofthe ARCADIA grouplimited is tight, then tohiring candidateIt can create conflictsamong the colleagues:Giving opportunity tothe internal candidatesof employees ;leads to4

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