Importance of HRM in Debenhams

This document provides an overview of the purpose and functions of HRM in Debenhams, different approaches of recruitment and selection, benefits of HRM practices to employer and employee, effectiveness of HRM practices in raising profits and productivity, importance of employee relations in decision making, and key elements of employment legislations.

Human resource
management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Purpose and functions of HRM........................................................................................1
P2. Different approaches of recruitment as well as selection.................................................2
TASK 2............................................................................................................................................3
P3. Benefits of distinct HRM practices to employer and employee.......................................3
P4. Effectiveness of HRM practices in context of raising profits together with productivity.4
TASK 3............................................................................................................................................5
P5. Importance of employee relations for influencing HRM decision making......................5
P6. Key elements of employment legislations.......................................................................6
TASK 4............................................................................................................................................6
P7. Application of HRM practices in context to work...........................................................6
CONCLUSION................................................................................................................................8
REFERENCE...................................................................................................................................9

INTRODUCTION
Human resource management is all about managing workforce of the business. It is responsible
to source, attract, hire, develop, reward and retain human capital as well as ensure compliances
for essential legislation (Altman, Larsen and Buchanan, 2018). Debenhams is the company that
is considered for the report. It is an international retailer that has wide number of departmental
stores in various nations. The report involves organisational overview, purpose and functions of
human resource management, distinct recruitment and selection approaches. It further includes
benefits of HRM practices to employer and employee, HRM practice effectiveness and key
elements of employee relations. At last, it comprises a portfolio that includes job specification,
CV of interviewee and evaluation of rationale of practices.
TASK 1
P1. Purpose and functions of HRM
Organisational overview: Debenhams is leading retail business that has its official
presence in UK, Denmark, Ireland and many other nations. It was founded in 1778 and sells
products such as fashion clothing, electrical, home and furniture, accessories and hence forth. It
employs more than 27500 people in different stores across the nation (Debenhams, 2020).
HRM is one of organisation function which emphasis on recruiting, hiring, directing and
guiding individual that works in it. Moreover, it involves all those programs addition to
processes which are related to people of company.
Workforce planning is the approach to plan and select qualified along with competent
candidate that have potentials to assist in unforeseen situations and helps in attaining
sustainability (Arvanitis, Seliger and Stucki, 2016). At Debenhams, Human resource
professionals follows suitable procedure that are planning staff level and ensures they have
competent personnel all the time.
Resourcing is said to connection of employee with interrelated aspects by effectually
deploying them. The company has effective employee resourcing which assist in smoothly
execution of practices by employees.
The main purpose of HRM at Debenhams is the following:
 The main purpose of human resource management in Debenhams is to attract along with
engage highly skilled workforce who have potentials to add values and support in
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achieving goals. The entity plans workforce requirements in accordance to job statements
that helps in target achievements.
 HRM deploys resources by planning training programs and development session for
improving knowledge of new along with current workforce so that they perform activities
in smart manner.
Functions of HRM in Debenhams:
 Recruitment and selection: It is concerned with sourcing, attracting and selecting
suitable candidate for particular position that is vacant in company. The main purpose of
the function in Debenhams is to hire capable workforce who can manage workings of the
position and help in reaching to desire state.
 Employee relations: The function is related to bringing pool of people in order to choose
capable one in effective manner (Bratton and Gold, 2017). In Debenhams, the purpose of
the function is to maintain morale, enthusiasm, relation and satisfaction among workforce
so that they complete operations within stipulated duration by eliminating any hurdles or
obstacles.
P2. Different approaches of recruitment as well as selection
Recruitment
It is about sourcing and motivating people to apply for some vacant position in
organisation. With the help of recruitment, vacant job positions are filled with right candidate. In
case with Debenhams, following recruitment approaches are used by human resource managers
to fill positions:
Internal approaches: The approach through which internal employees are placed on the
vacant position is said to internal recruitment approach (Bröckermann, 2016). For example,
when Debenhams managers wants to fill empty position then they source people that are part of
company. Some of internal recruitment approaches are internal advertisements, transfers,
employee referrals and promotions. Its strength are that it reduces transaction costs, improves
employee morale and improves quality related to hiring metrics. However, its weaknesses
involves restricting fresh blood in company, encompasses huge politics and results in
maladjustment issues. s
External approaches: The approach in which population from external world is attracted
to apply for position in enterprise. For example, when no internal manpower is suitable to fit the
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job role then managers of Debenhams uses external approaches of recruitment. Few external
recruitment approaches are employment agencies, job fairs, campus recruitment, online portals
and so on. Its strength are that it increases chances of entrance of fresh blood with huge skills,
makes competing environment in business, promotes better growth and involves lesser politics.
In contrary, its weaknesses are time consuming approach, higher risks, huge transaction costs
and often invites unsuitable applicants.
Selection
It is said to choosing suitable candidate for the position that is vacant from long time ago
(Glendon, Clarke and McKenna, 2016). Selection procedure that is followed in Debenhams to
select candidate includes preliminary interviews, screening, tests, verification of background,
medical examination and ultimate selection. The selection approaches that are used by managers
of Debenhams are as follows:
Test: To select a candidate, managers of the company take various tests for
understanding diagrammatic ability, numerical potentiality and general intelligence. Its strength
is that it provides information about competence of candidate. At same time, its weakness is that
it fails to provide accurate results.
Interview: It is the selection approach in which interviewer that is manager of
Debenhams asks various questions to interviewee that is candidate so that additional information
are collected about the person. Its strength is that it helps in gaining insights about confidence
level of candidate. However, its weaknesses is it can be used for some wrong purpose also.
TASK 2
P3. Benefits of distinct HRM practices to employer and employee
HRM practices are activities that are performed by organisational professionals for the
purpose of directing pool of employees addition to ensuring employed human resources work
towards goal fulfilment (Green and Payne, 2017). These are framed and executed in effective
manner that manpower plays necessary role in attaining business objectives. There are certain
practices that are adopted by human resource managers of Debenhams and some of them are as
follows:
Development and training: The HRM practice that includes improving effectiveness of
all the individuals and teams of company. Training is seen as providing organised instructions
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for immediate changes in effectiveness of company. At same time, development is all about
progress of organisational along with employees objectives in longer term. The benefits of
training and development to employer and employee of Debenhams are underneath:
Benefits to employees: With this practice, employees are benefitted as it upgrades their
level of knowledge, skills and communication. At Debenhams, the practice benefits employees
as it polishes their creativity and innovation, increases their capacity to adopt new methods along
with technologies to perform actions.
Benefits to employers: Through the HRM practice, employers also gains various benefits
as they strengthens their leadership and mentoring skills that makes them strong and supportive
employers. In context to Debenhams, the practice benefits employers in reducing employee
turnover, enhancing workplace engagement and retaining employees.
Flexible working practice: Another practice of human resource management which
engages as well as motivates a team to work effectively as per their own conditions (Guest,
2017). In Debenhams, all the people are allotted tasks, responsibilities, objective and are free to
adopt own working practice so that all the objectives are attained before deadlines. Its benefits to
employers and employees are below:
Benefits to employees: The practice helps employees to work with extra care and with
more motivation that assist them to become loyal employees. It benefits of employees in
managing work life balance and enhances feeling of control on schedules addition to work
environment.
Benefits to employers: The duration when employers allows work flexible practices they
gain various benefits such as sinking turnover of valued talents, reducing absenteeism and
boosting morale. In context to employers of Debenhams, through the practice they are benefitted
in gaining commitments, improving business and improving organisational image through
creating family friendly work place.
P4. Effectiveness of HRM practices in context of raising profits together with productivity.
The practices of HRM basically influence operations, performances, efficiency and
effectiveness by organising all activities for raising profits along with productivity (John and
Taylor, 2016). The effectiveness of the practices that are adopted by human resource managers at
Debenhams are as follows:
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Training and development: The HRM practice is related to improving knowledge and
skills of all employers and employees of company so that they perform operations in innovative
and smart ways that leads to completing all tasks on time and achieving productivity. the practice
ensures consistency of activities among manpower of Debenhams and also polishes their ideas
that results in making little attempts but they one which are made are prolific enough that raises
entire productivity of the entity. At same time, it also increase profits as all staff members starts
working with additional knowledge to work effectively and this generate huge revenues for the
entity.
Flexible working practice: It is the kind of HRM practice wherein all personnel of
company are provided flexible working practices to achieve set objectives within determined
time frame. This raises profits of Debenhams through scheduling flexible practices as per
preferences of employees so that they adjust their days along with hours to work remotely for
achieving the delegated objectives effectively. Similarly, working according to own ways and
times helps employees to contribute full towards enhancing productivity of firm.
TASK 3
P5. Importance of employee relations for influencing HRM decision making
Employee relations are described as overall attempts for creating and maintaining healthy
relationships among organisational employers to that of employees (Shen and Benson, 2016).
With positive an constructive employee relations, Debenhams hopes to engage its workforce
with different operations and keeping them more loyal. Following are certain significance of
employee relations so that it influences decision making by human resource managers:
Minimising conflicts and divergence: It is seen that effective employee relations are
necessary in organisation. Healthy relations among superiors and employee assist in properly
addressing situations so that all the conflicts are reduced which occurs among individuals in
work scenario. Moreover, when employers provides efficient environment in which all types of
divergences, clashes, conflicts and disagreement are shared then managers properly solves all
that minimises conflicts and helps manpower to emphasis on completing operations that leads to
influencing decision making by human resource managers positively.
Enhances employee loyalty: Employee relations at Debenhams at important as they
focuses on making employee more loyal towards the company. For this various strategies and
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aspects are framed to engage manpower in distinct operational practices. For understanding
choices of audiences and matting their satisfaction it is important for the business concern to
have motivated and loyal employees who executes practices within flexible culture and business
environment as per designed HRM decisions. In case, when employees feels pressurize or de-
motivated then they becomes untrustworthy as well as disloyal which cn result in influencing
decisions that are framed by human resource professionals.
P6. Key elements of employment legislations
Employment legislations are set of laws which regulate relationships at workplace
(Smith, 2016). It is mandatory for organisation that works in UK to adhere all governed elements
related to employment legislations. Some of the aspects of employment legislations that
managers of Debenhams adhere in its workings:
Equality Act, 2010: As per the employment legislation, all workforce should be treated
in equal and fair manner so that all the rights of individual are protected as well as all are
provided various groth opportunities. The managers work with the employment legislation for
treating all employees and people that are part of company in equal manner. However, it can
impact decision making of human resource management at the time when different employees
are treated nicely while others are not or no opportunities to develop themselves are given then
these people can sue the company which will cause huge harms to it.
Data protection act, 2018: It is the domestic legislation in UK which states uses of
personal data as well as informational flows within and outside company. It covers wide
spectrum of data programmes and policies as well as empowers data subjects with effective tools
for protecting information about any individual (Wehrmeyer, 2017). Debenhams managers
works as per the legislations and store the data in the computer systems that others cannot access
and this influences their decisions positively.
TASK 4
P7. Application of HRM practices in context to work.
The portfolio of HRM practices that are used by managers of Debenhams for testing new
recruitment as well as selection process for the vacant position of Junior HR Executive are as
follows:
Job specification
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The job specification is described as a document that represents requirements by
company for vacant position (Wilton, 2016).. For this, job specification for Junior HR Executive
at Debenhams is below:
Company Debenhams
Department Human Resource Management
Job profile Junior HR Executive
Job place London, UK
Job summary Debenhams is looking for a candidate for its stores who can
manage recruitment, development along with performance
programs effectively and also handle the work properly.
Skills required  Decision making skills
 Solid communication skills
 Leadership Abilities.
Roles and responsibility  Design Fair policies for human resources.
 Develop compensation along with benefits packages.
 Assess training needs.
 Create and manage referral bonus programs.
 Oversee day to day practices and operations related to
HR department.
Curriculum Vitae of the candidate
CV is sais to written overview that states life works of a person (Bratton and Gold, 2017).
The CV of the candidate who is applying for vacant position in Debenhams is as follows:
PETER HOFFMAN
50, Town hall, London, United Kingdom
Contact Number: [phone]
Email: [e-mail]
Career Objective: Seeking necessary as well as challenging role in the enterprise where I can
engage with new individuals along with show my potentials.
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Highlights:
 Strong analytical skills.
 Strong public speaker.
 Goof knowledge about Microsoft programs..
 Excellent problem solving skills.
 Interest in engaging with other people.
Education:
Master of Business administration: Oxford University, England.
Bachelors of Business Administration: Brighton University, United Kingdom.
Declaration: All the above mentioned information is accurate as well as correct to my
consideration.
CONCLUSION
The above report concludes that all companies have department of human resource
management that works to recruit, hire, train and compensate employees. Main functions of
HRM in an enterprise are employee relations, recruitment and selection. The main approaches
are recruitment are internal and external recruitment approaches. At same time, selection
approaches that are used in the business are test and interview. Main HRM practices are flexible
working practice, training and development that provides various benefits to both employer and
employee. An organisation works with Equality Act, 2010 and Data protection act, 2018 that are
governed in UK.
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REFERENCE
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Wilton, N., 2016. An introduction to human resource management. Sage.
Online:
Debenhams. 2020. [Online]. Available through: <https://www.debenhams.com/>
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