HUMAN RESOURCES MANAGEMENT at Harrods

HUMAN RESOURCES MANAGEMENT

Table of Contents
Introduction..................................................................................................................................3
Task-1...........................................................................................................................................4
P1 Explain the purpose and function of HRM applicable to workforce planning and resourcing
in Harrods.....................................................................................................................................4
P2 Explain the strengths and weaknesses of different approaches of recruitment and selection
used by Harrods...........................................................................................................................5
Task 2...........................................................................................................................................6
Introduction..................................................................................................................................6
Explain the benefits of different HRM practices within Harrods for both the employer and
employee......................................................................................................................................7
Evaluate the effectiveness of different HRM practices in terms of raising Harrods profit and
productivity..................................................................................................................................9
Explore different methods used in HRM practices in the context of Harrods and evaluate them,
providing examples based information given in the case study as well as through your own
research......................................................................................................................................11
Conclusion.................................................................................................................................11
Task 3.........................................................................................................................................11
P5. Importance of Employee relations and its importance in Harrods with respect to
influencing the HRM decision-making......................................................................................11
P6. Elements of employment legislation and their impact upon HRM decision-making..........12
Task 4.........................................................................................................................................13
P7 Illustrate the application of HRM practices in a work related context, using specific
examples.....................................................................................................................................13
1. The design of a job specification for one of a number of given positions in the organization
....................................................................................................................................................13

2. CV for each student, tailored to apply for one of the positions advertised by another team. 14
3. Documentation of preparatory notes for interviews, interview notes based on selection
criteria and a justified decision of the candidate selected..........................................................17
4. A job offer to the selected candidate......................................................................................17
5. An evaluation of the process and the rationale for conducting appropriate HR practices (M5)
....................................................................................................................................................18
Conclusion.................................................................................................................................19
Reference list..............................................................................................................................20

Introduction
The HRM practices in their administrative, operational and liaising outfit play a pivotal role in
organizational performance and productivity. The following assignment discusses the different
roles and responsibilities of the Human Resource professionals, including workforce planning
and other work-related practices that cover the sphere of required activities through the prism of
Harrods, a luxury Private Limited company based in UK. The company was incorporated in
1824 and hails an establishment of almost two centuries. Harrods deal in a wide range of
products and services that include a variety of sectors and departments and this dynamicity
demands efficient management of distant locations and process domains. Globally it employs
12,000 people and the company’s annual revenue returns stands at £769 million registered in
2015 (Harrod, 2018.). Headquartered in Brompton Road, Knightsbridge, London, the company
has recently been overtaken by the state of Qatar. The assignment makes scope to look into
employment legislations and factors that influence the decision-making process in succession
with examples of job analysis and person specification, added curriculum vitae and offer letters
to inform the framework of the study.

Task-1
P1 Explain the purpose and function of HRM applicable to workforce planning and
resourcing in Harrods
HRM can be defined as a department that manages, control and coordinates employees in any
business organisation. It is a formal approach that identifies the particular needs of any job and
compliments it with employees that suits the best. At Harrod, HRM department recruits staffs
skilled in fashion technology and fabrications (Harrod, 2018). Since, Harrod is clothing and
styling brand, management needs staffs prone to creative urge.
HRM in Harrod serve the purpose of increasing the company production by amplifying
competence of the employees (HARROD, 2018). The roles and functions of HRM in Harrod in
the context of workforce planning and resourcing are as follows:
Recruiting skilled workforce: In order to stay competitive in the market, it is imperative to
design apparels that are eye catching, in fashion and comfortable to wear (Barrick et al., 2015).
While designing apparels, staffs need to adhere to all these facets. The department also needs to
select employees on the basis of their knowledge regarding current trends and has the ability to
create trend in order to make difference from the other brands.
Retaining labour: Particular attention towards employee satisfaction is paid by HRM at Harrod.
Designing and developing apparels and accessories needs consistent effort and innovative brains
(de Zubielqui et al., 2014). Such skills can hardly be achieved under framed syllabus and text
books. As such it becomes crucial for Harrod to retain the killed staffs of the organisation.

Figure: 1.1
(Source: de Zubielqui et al., 2014)
Implementation and monitoring of strategic plans: HRM department at Harrod at the very
first hand chalks out an annual work plan. It then analyses if the current working plan can be
covered by the existing work force in the organisation, or needs more supply of man power. In
accordance to the situation, the company implements strategies to combat with the charted work.
In many cases, the work plan needs alteration.
Another important task served by the HRM is monitoring the implemented plans. That is the
HRM department keeps a check if the entire process is aligned to the designed plan and time
frame (Denicolai et al., 2016). In many cases, if the department notices slag on part of the
employees to fulfil any project within the desired time frame, it calls in for employee training
and development to boost up the process. It helps the organisation in not only completing tasks
within time, but also endows the company with skilled labours.
Analysing future needs: Workforce planning and recruitment analyses the need of future talents
(Goetsch and Davis, 2014). For example, the HRM department before laying out designs for
expansion and extension of the company examines the actual workforce that is needed and starts
the process of recruitment and selection. The employees are then provided with training and