Human Resource Practices in Mother London

The assignment provided details about human resource (HR) practices in Mother London, emphasizing their role in managing coordination among divisions and developing technical promotions. HR practices are essential for selecting employees with high skills and knowledge to deal with various situations, maintaining a suitable work environment, and achieving set goals and targets. The document cites several references from books and journals, including 'Managing Aging Workers' and 'Antecedents and Employee Outcomes of Line Managers' Perceptions of Enabling HR Practices'. It also includes online resources discussing the link between HR strategy and business strategy.

Introduction to Human Resource
Management &Learning and Talent
Development

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 2............................................................................................................................................1
a) Role of HR practices in supporting different forms of capital and its contribution................1
b) HR practices implemented at Mother according to the theoretical perspectives of SHRM...3
Key legislation and areas for consideration in
recruitment and selection...........................................................................................................5
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................7

INTRODUCTION
Human resource practices are determined as strategic in nature where they are providing
accurate guidance and instructions for managing coordination among all divisions so that they
can easily implement appropriate plan effectively. The Mother London is an creative and
innovative organisation which main purpose is to develop commercial advertisement through
television and cinema for attracting customers. The report is focus on the role of HR practices
which help in making various forms of capital that will play a major function in acquiring growth
and success of Mother London. Along with this, theoretical framework can be used for
understanding HR practices which are described in this report with the link between business and
HR strategy. At last, legislation is done with the help of certain instances (Kooij and et. al.,
2014).
TASK 2
a) Role of HR practices in supporting different forms of capital and its contribution
According to the case study, Mother London was founded in the year of 1996 and at the
same time company was having around 40 customers with some high quality based products.
Therefore, company is innovative organisation in which more than 250 employees and this is a
part of Mother Holdings that involves 20 firms with around 720 people includes freelancers
workers. The main task of company is to develop technical promotion through cinema,
television, radio, social media and some more. Along with this, creativity is the core essence of
Mother London. It has became one of the major location for people who have creative in nature
along with this, organisation provide opportunities to people who have skills and knowledge for
operating business (Ertürk, 2014). In this company, HR Practices play an essential role in
performing functions which are described in regard of different form of capital are as under:
Human capital – It can be analysed that measurement of economic value, through this
opinion of human capital can be evaluated with the assistance of qualified employees who are
doing work for gaining income. In simple words, human capital can be invested by company
through education, training provide to a person that can lead for improving and maintaining all
business operations in better way. Moreover, HR practices perform in Mother London which
play a role in entire development so that company need to select those employees who have high
skill and knowledge for dealing in various situations. In addition to this, organisation has using a
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“talent or people centric approach”. For this, Mother London are hire those staff members who
are creative minds and they easily take challenges for eliminating major issues. In addition to
this, HR practices help in getting benefits to the firm which enable company for reducing
employees turnover in given time period.
Social capital – This is that capital which is determine as significant in the social
networks. Therefore, it represent resources which is tangible and intangible in nature. Along with
this, social capital can be used for describing about the different group performance which are
exist in the social group (Kuvaas, Dysvik and Buch, 2014). As per the Mother London, social
capital will play an essential role in performing business operations by using core value such as
“Holy Trinity”. It is providing priority to the innovative activity and develop place for
commitment that are consider as major aspect where how Mother London are doing work
together. Moreover, social capital help company in transforming skills, experience and
knowledge so they get desired results. HR practice is assisting Mother London for maintaining
appropriate work environment in which firm staff members are perform work for gaining set
goals and targets.
Organisational capital – It can be considered as an structure which include three
elements while doing interaction among staff members as well as company partners. In addition
to this, it is important method which enhancing the value of an organisation. After that, HR
practice assist Mother London for developing communication with their respective stakeholders
and capitalist who will generate accurate amount of capital. Apart from this, staff members are
perform work for gaining higher income and revenue to the firm. Also they are making strong
relation and gives contribution in formulating social capital. As per the case study, the employees
are rotated between assigning area in every week for making appropriate relationship with them.
The concept of compensation and benefits will gives accurate advantages to the firm in order to
retaining large number of employees for long term period (Jørgensen and Becker, 2015).
Drawbacks with Mother's approach to recruitment:
With the assistance of case study, it can be described in the above that organisation can
mainly focus on recruiting those employees who have skill and experience and capable for gain
maximum benefits but it can reduces the staff members morale who are doing working at
workplace. It limit others from using innovative and creative minds which help them in
implementing appropriate plan in better manner. Along with this, allocating numerous of roles
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and duties can restrict the capability on regular basis of a single person. Thus, it will reduces the
growth rate of firm as compare to their competitors.
b) HR practices implemented at Mother according to the theoretical perspectives of SHRM
Strategic human resource management is the set of generalised approach which is
encompassing in nature and this will perform work for earning long term advantages. In other
words, SHRM consider as internal and external approaches of customers and effective market
place are present (Swamy, 2014). Along with this, HR practice is used by company which help
in improving and developing company leadership quality of their employees within an
organisation. It can be possible by conducting appropriate training program which increasing
employees skills and knowledge for gaining higher income. There are certain HR practices
which are described for assist Mother London in regulating and operation business in proper
manner.
Work life Balance – This is necessary for company is to develop balance between
organised work and firm need to provide flexible working hours for their staff members. It is
essential to provide variety of working shifts so that staff members become capable to perform in
their comfortable zone and generate better outcomes in correct direction. It will provide support
to improve productivity of an organisation and facilitates to reduce pressure or frustration of
employees which helps to retail them for a long time. In case of Mother London, they also
improve level of favour ability of working hours for people so that they can easily decrease
employee turnover and achieve loyalty of them.
Training and development – There are various kinds of training or learning programs
that render help to boost up skills and abilities of staff members properly. It will facilitates to
improve effectiveness as well as efficiencies of people which reflects in performance of them on
regular basis. Better capabilities of workers provide support to to attain required targets or goals
of business in an appropriate way (Anderson, 2013). In case of Mother London, they can
organise desired training and developments events for increasing efficiencies of employees
which helps to improve regular productivity of organisation.
Performance management – This can be explained as to manage regular working of staff
members by analysing their outcomes properly. It includes to set standards of performance then
evaluate actual working of people to determine gap between them. Thus, it will help to make
more appropriate strategy to cover that space amongst ideal level and exact efforts of employees.
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The Mother London can also conduct performance management of workers on regularly and
convey better method to improve their performance because it facilitates to achieve growth of
business successfully.
Rewards and compensation – There are various kinds of benefits which are required to
be provided by company to staff members that motivate them to perform more effectively along
with creating better outcomes. It is necessary to render incentives, bonuses, compensation for
more better performance and salaries should be provided at desired time (Armstrong and Taylor,
2014). In case of Mother London, they have to provide several rewards or certificates for best
employee or any other aspect which facilitates to make people feel valuable in company and
become loyal.
Recruitment and selection process – In this part, hiring or correct candidates by utilising
more effective as well as efficient recruitment method to select best one to fulfil vacant position
in an organisation. It is necessary to recruit more suitable person after properly analysing their
skills or abilities so that roles and responsibilities of particular designation can be completed in
an appropriate manner. As per given case, the Mother London have to follow more accurate
criteria to fulfil their vacant positions so that future targets can be complete in correct way which
facilitates to improve goodwill of business.
Business strategy can be described as those appropriate practices or techniques which
helps to improve regular productivity and brand image of comp nay properly (Boxall and
Purcell, 2011). But HR strategy refers to effective policies to manage human resource and take
care of their rights or benefits to complete them in correct manner. Thus, there is a connection
between business strategy and HR strategy which are explained further –
Business Strategy Human Resource Strategy
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 This includes to make accurate policies
or techniques to achieve mission as
well as targets of company by utilising
available resource in optimum manner.
 In involves criteria of analysing regular
market trends and make strategies to
reduce threats along with attaining
growth.
 This refers to manage human resource
of company in proper way which
facilitates to gain better outcomes of
business to attain desired targets.
 HR policies helps to develop overall
business and employees which is
supportive to gain goals or objectives
of company.
Key legislation and areas for consideration in
recruitment and selection
Recruitment and selection can be described as to utilise more effective as well as efficient
methods to hire capable candidates in company. It is necessary to carrying out an appropriate
procedure to hire a person for particular position after analysing skills or abilities of different
applicants. As per given case, the Mother London have to set proper criteria of selecting an
individual to fulfil specific designation in company so that desired roles can be completed in
future properly. Thus, recruitment and selection involves several sources such as internal,
external and third party from which they can select any suitable one technique to hire better
candidates for particular position (Briscoe, Tarique and Schuler, 2012). At the same time,
various kinds of legal rules or regulations are mandatory to be followed while recruiting people
and some of them which should be followed are as follows:
Equality Act, 2010: This can be described as to provide better environment at work
place along with providing equal opportunity to every person. In case of Mother London, they
have to treat each employee in equal manner and avoid factor of partiality in business.
Criminal Records check: In this part, it indicates to check background and previous
records of an individual to make that they should not have any criminal records (Cooke, Saini
and Wang, 2014). Moreover, the Mother London have to verify the same because it is not legal
and may harmful for business in future.
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Eligibility to work: This includes the criteria of thoroughly analyses qualifications, past
experience and other skills which are mandatory to be work in particular company like Mother
London.
CONCLUSION
From the above mentioned report it can be concluded that Human resource practices are
determined as strategic in nature where they are providing accurate guidance and instructions for
managing coordination among all divisions. The main task of company is to develop technical
promotion through cinema, television, radio, social media and some more. Moreover, HR
practices perform in Mother London which play a role in entire development so that company
need to select those employees who have high skill and knowledge for dealing in various
situations. Apart from this, staff members are perform work for gaining higher income and
revenue to the firm. HR practice is assisting Mother London for maintaining appropriate work
environment in which firm staff members are perform work for gaining set goals and targets.
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REFERENCES
Books and Journals
Kooij, D. T. and et. al., 2014. Managing aging workers: a mixed methods study on bundles of HR
practices for aging workers. The International Journal of Human Resource
Management . 25(15). pp.2192-2212.
Ertürk, A., 2014. Influences of HR practices, social exchange, and trust on turnover intentions of
public IT professionals. Public Personnel Management. 43(1). pp.140-175.
Kuvaas, B., Dysvik, A. and Buch, R., 2014. Antecedents and employee outcomes of line
managers' perceptions of enabling HR practices. Journal of Management Studies. 51(6).
pp.845-868.
Jørgensen, F. and Becker, K., 2015. Balancing organizational and professional commitments in
professional service firms: the HR practices that matter. The International Journal of
Human Resource Management. 26(1). pp.23-41.
Swamy, R. N., 2014. Protection of traditional knowledge in the present IPR regime: a mirage or a
reality. Indian Journal of Public Administration. 60(1). pp.35-60.
Anderson, V., 2013. Research methods in human resource management: investigating a business
issue. Kogan Page Publishers.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Macmillan
International Higher Education.
Briscoe, D., Tarique, I. and Schuler, R., 2012. International human resource management:
Policies and practices for multinational enterprises. Routledge.
Cooke, F. L., Saini, D. S. and Wang, J., 2014. Talent management in China and India: A
comparison of management perceptions and human resource practices. Journal of
World Business. 49(2). pp.225-235.
Online
Linking HR Strategy with Business Strategy, 2018. [Online]. Available through.
<https://irc.queensu.ca/articles/linking-hr-strategy-business-strategy-optimizing-impact-
hr-practices-business-results>.
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