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Introduction to Human Resource Management & Learning and Talent Development

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Added on 2024/07/12

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This report explores the HR practices of Mother London, a renowned advertising agency, and analyzes their effectiveness from a Strategic Human Resource Management (SHRM) perspective. It examines the role of HR practices in supporting different forms of capital, evaluates Mother's approach to recruitment and selection, and discusses the link between business strategy and HR strategy. The report also delves into key legislation and areas for consideration in recruitment and selection that might affect Mother's operations in its New York office.

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Introduction to Human Resource Management &Learning
and Talent Development
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Table of Contents
Introduction......................................................................................................................................3
a) Explanation of the role of HR practices in supporting the different forms of capital and how
these have contributed to the success of Mother and any potential drawbacks related with
Mother’s approach to recruitment................................................................................................... 4
b) Evaluation the HR practices implemented at Mother with the theoretical perspectives of
Strategic Human Resource Management (SHRM) and discussion about the link between the
business strategy and HR strategy...................................................................................................6
C) Key legislation and areas for consideration in recruitment and selection that might affect
Mother in its New York, USA office...............................................................................................8
Conclusion....................................................................................................................................... 9
Reference List................................................................................................................................ 10
2

Introduction
Mother London is an advertising agency that was founded in 1996. It’s headquarter is based in
London. It is also operating in New York, LA, Shanghai and Singapore. The company Mother
London has a total number of 100 employees working on a global scale. Some of the main
clients of the company are Money Supermarket, KFC, Stella Artois, Diageo, Greenpeace, BBC,
Nokia, IKEA, Innocent, Vauxhall, and many other brands (Motherlondon.com). In this report
there will be discussion on the HR practices of Mother and the rationale of them from SHRM
prospective. In this report relationship between SHRM and business, strategy will be discussed.
In addition, key legislation of New York City of USA regarding recruitment, selection, and their
affect on Mother will be discussed.
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a) Explanation of the role of HR practices in supporting the different forms of capital and
how these have contributed to the success of Mother and any potential drawbacks related
with Mother’s approach to recruitment.
The HR practices, which help in supporting the different form of capital and contributed to the
success of Mother are listed below.
 Acquisition - In Mother London, the recruitment process of employees include a runner
scheme where candidates do not need any qualification to join any entry level. The
candidate should be rational and have a creative approach towards his work. This type of
fresher initially gets an employment contract of six months to one year. Experienced
candidate may get a longer contract under this scheme. In addition, two interns are
selected to work in the creative department at one time. These interns either come from
internship program is called jolt, which is for people without formal education, or
students who want the company to their books reviewed by the company. The duration of
internship of an intern is usually eight weeks. This HRM practice of the company helps to
raw talent and skill can be developed according to the organisation need therefore
increasing work output effectively and efficiently (Rothwell et al., 2015). Therefore,
contributing to the success of the company by supporting human and financial capital.
 Creation of creative working environment – Mother London has one of the most
creative offices in London. In the office all its majority of employees sit around an
enormous concrete desk and also team member’s mother picture are hanged in their
nearby wall to inspire the team member. Therefore, creating a unique work environment
where team member easily communicate with each other and factors from employee’s
personal lives are used to motivate them. The place where employees sits changes on
Monday after every six week. This help to generate creative ideas from the employees
more quickly and prevention of any therefore contributing to success factor of the
company by supporting manufactured capital (Sekaran and Bougie, 2016).
 Learning and Development – In Mother London, priority is given to having creative
mind rather than formal education or qualification so program like Jolt have been
introduced. Skills and talents are developed of employees by giving him entry-level job
in the company where they can decide in which job there passion lies which contribute to
success of the company by supporting human capital.
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 Employee engagement and team building – In Mother London, employee engagement
and team building are encouraged. For this purpose, evening mass after every six weeks
is arranged by the company where all employees get together to share all prospect of their
work. They also have Mother Football team who is called Ministry of fun within the
organisation who arranges all parties and events of the company. The agency also tries to
recruit those candidates who will think as a team member rather than an individual
employee of the organisation. All these efforts increase employee engagement and team
building within an organisation, which increase the coordination between employees
increasing, work output (Katzenbach and Smith, 2015). Therefore, this factor supports
the human capital by the efficient managing of the employees of the country.
 Motivation –This company has a Mother Earth team that take care of employees by
taking steps like creating a chill out place at the back of the office for employees who
need a break after doing some work. There is also Fairy God Mother in the company with
whom employees can communicate through email when an employee is feeling mentally
down and need something to motivate him. After communication with Fairy God Mother,
proper efforts will be taken to motivate him like by giving him a gift or any other suitable
methods. All these effort motivates the employees and increase a job satisfaction of
employees increasing manufactured capital of the organisation (Schultz and Schultz,
2015).
 Benefits and incentives - Mother arrange events like exhibition, magazine launch, pop–
up restaurant and many other events like these in the downstairs section of the office
premise to refresh employee mind. In this section free lunch are also arranged every day
by their two chefs for its employees. Also other benefits like gym membership or
message at half market price of Soho house, day off for Mother Day and employee’s own
birthday, sponsored vacation are given to the employees. This help to attract good talent
and therefore contributing to the success of the organisation by supporting human capital.
(Ibidunn et al., 2015).
 Supporting female workforce – The agency give good maternity package to its pregnant
female employees and support equal pay among genders initiatives and also following
strict equal pay policies to set an example in the market. All these create interest in
female work force to work in this organisation and therefore attracting high-level talent in
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the organisation, which contribute to its success by supporting human capital of the
organisation.
The potential drawbacks related with Mother’s approach to recruitment are listed below.
 There can be lack of professional skill in the employees as Mother London also
recruit employee without any formal education.
 There can be lack of job security which can affect employee performance in the
organisation therefore negatively effecting the organisation overall performance.
 Eight-week internship may be proven too short to have any substantial
improvement in skill and talent of an intern especially a person who has no formal
education.
b) Evaluation the HR practices implemented at Mother with the theoretical perspectives of
Strategic Human Resource Management (SHRM) and discussion about the link between
the business strategy and HR strategy.
The HR practices implemented at Mother with the theoretical perspectives of Strategic Human
Resource Management (SHRM) are listed below.
 The HR practice of Mother to recruit and give internship to raw talent who has no
experience in the market or formal education. This supported resource based view SHRM
theoretical perspectives in which efforts are taken so that there is long-term sustainability
of human capital. Long term sustainability of human capital can be achieved by this HR
practice as this can create high level of talent in the organisation by giving them proper
training and development programs and also maintain lower cost for human capital as
this type of candidates usually do not have high expectation regarding compensation.
 By setting a creative work environment and changing work place of every employee’s
agency is forming another HR practice under come under Resource based view of SHRM
theoretical perspectives. The agency is preventing group formation among its worker by
changing their work place and increases employee motivation and coordination which
causing long-term sustainability of human capital.
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 By encouraging employee engagement and team building, Mother is using it as HR
practice to create a good working culture and increase employee retention of the
organisation. This comes under ‘Best Practice’ approach of SHRM perspective in which
high performance level and high involvement of the employees is maintained.
 By using department like Mother Earth Team and Fairy Godmother, the agency is trying
to motivate the employee and increasing job satisfaction. Therefore, increasing employee
retention and their work performance, and creating an image of the organisation among
its employee as an employee – friendly organisation that related to ‘Best Practice’ SHRM
theoretical perspectives (Bolino et al., 2018).
 By giving benefits and incentive like sponsored vacation, free lunch, extra paid day off
and other benefits like this to it employees the agency is trying to attract good talent from
market and also encourage high level of performance from its employee. Therefore, it
come under ‘Best Practice’ SHRM practice to create a different work culture image in the
market and also help take good talent from its competitors by giving good incentive
(Shield and North-Samardzic, 2015).
 It also encourage supporting female employees initiatives by giving good maternity
package and having equal pay initiative which support them create work – life balance of
the female employees. This comes under Resource Based View approach of SHRM
theoretical perspective in which Mother tries to retain good talent of female workforce
(Maxwell, 2016).
There huge link between Business strategy and HR strategy of an organisation as Human
Resource strategies are made to help an organisation to achieve or implement business strategies
by using different model. In this case, it can be seen that Mother is adopting HR driven model to
link HR strategies with the business strategy. By creating a different recruitment process to
recruit good raw talent and then enhance them by giving a proper training, therefore, achieving
business strategy of good talent management. The HR policies of creation of good work
environment and giving good benefits and incentives are increasing retention rates and help
recruitment process. Therefore, HR practices are used as driving forces to implement the
business strategies in Mother. Other models, which can be used by the organisation, are fit model
where HR functions respond to business strategy, dialogue model where HR practices are
changed and followed according to its feasibility and alternative possibilities of that HR practices
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in the organisation and Holistic model where human resources are use as a competitive
advantage of the organisation. The link between human resource strategies that have been
discussed and SHRM can is perceived through the various theories of management. These
management techniques involve the critical hiring of employees, job descriptions and so on.
C) Key legislation and areas for consideration in recruitment and selection that might
affect Mother in its New York, USA office
Key legislation and areas for consideration in recruitment and selection that might affect Mother
in its New York, USA office are listed below.
 The New York State Human Rights Law- This legislation prevents the employer
discrimination against the unemployed job applicants and usage of potential employee’s
salary history in the recruitment and selection process (Ehrenberg and Smith, 2016).
Therefore, Mother should be careful not to ask the job applicant about their salary history
and also discrimination in ground of disability, pregnancy, religion or any other protected
ground in time of recruitment and selection process.
 The New York’s Wage Theft Prevention Act – This legislation force the employer give
a written notice on hire , event of compensation decrease, pay rate and other
compensation related information and also get a written acknowledgement from
employees about receiving such information (Granovetter, 2018). Therefore, Mother
should give proper notice of hire, pay rate of that selected candidates to them, and get the
written acknowledgement for the selected candidates before completing the recruitment
and selection process.
 The Fair Chance Act – This act of New York prevent the employer from inquiring
about a candidate criminal history in a public media platform like job advertisement
(Edwards, 2016). Mother should be careful about their background check process and see
no public platform is used in this selection process for this purpose in their New York
City office.
 The Stop Credit Discrimination in Employment Act - according to this legislation of
New York, the employee cannot request a candidate consumer credit history as it is an
unlawful discrimination toward the candidate under this act (Hersch and Shinall, 2016).
8

Therefore Mother should be careful not to ask its candidates in New York about his
consumer credit history in any selection process.
 UK Employment Contract – a person selected by a UK based company in its overseas
office had to sign a UK Employment Contract even if he never visits UK. Therefore, the
selected candidates of Mother’s New York office had to sign a UK Employment contract
before he officially hired by the company.
Conclusion
In this report, the HR practices of Mother were discussed. The rationale of those HR practices
from SHRM theoretical prospective was discussed. In addition, relationship between Strategic
Human Resource Management (SHRM) and business strategy through fulfilment of efficient
talent management, innovation were discussed. In addition, key legislation affecting recruitment
and selection of New York office and their overall affect on Mother was discussed. In addition,
drawbacks of Mother’s existing recruitment process were discussed.
9

Reference List
Bolino, M.C., Klotz, A.C., Turnley, W.H., Podsakoff, P., MacKenzie, S. and Podsakoff, N.,
2018. The Unintended Consequences of Organizational Citizenship Behaviors for Employees,
Teams, and Organizations. The Oxford Handbook of Organizational Citizenship Behavior,
p.185.
Edwards Jr, R.L., 2016. Employment discrimination of job seekers and employees through social
media (Doctoral dissertation, Utica College).
Ehrenberg, R.G. and Smith, R.S., 2016. Modern labor economics: Theory and public policy.
Routledge.
Granovetter, M., 2018. Getting a job: A study of contacts and careers. University of Chicago
press.
Hersch, J. and Shinall, J.B., 2016. Something to talk about: Information exchange under
employment law. U. Pa. L. Rev., 165, p.49.
http://www.motherlondon.com/
Ibidunn, S., Osibanjo, A.O., Adeniji, A.A., Salau, O.P. and Falola, H.O., 2015. Talent retention
and organizational performance: A competitive positioning in Nigerian banking
sector. Periodica Polytechnica Social and Management Sciences, 24(1), pp.1-13.
Katzenbach, J.R. and Smith, D.K., 2015. The wisdom of teams: Creating the high-performance
organization. Harvard Business Review Press.
Maxwell, G., 2016. Case Study Series on Work-Life Balance in Large Organizations. SAGE.
Rothwell, W.J., Jackson, R.D., Ressler, C.L., Jones, M.C. and Brower, M., 2015. Career
Planning and Succession Management: Developing Your Organization's Talent—for Today and
Tomorrow: Developing Your Organization’s Talent—for Today and Tomorrow. ABC-CLIO.
Schultz, D. and Schultz, S.E., 2015. Psychology and Work Today: Pearson New International
Edition CourseSmart eTextbook. Routledge.
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Sekaran, U. and Bougie, R., 2016. Research methods for business: A skill building approach.
John Wiley & Sons.
Shields, J. and North-Samardzic, A., 2015. 10 Employee benefits. Managing Employee
Performance and Reward: Concepts, Practices, Strategies, p.218.
Taylor, P.J. and Derudder, B., 2015. World city network: a global urban analysis. Routledge.
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