Introduction to Human Resource Management & Learning and Talent Development

Verified

Added on  2024/07/12

|11
|2898
|241
AI Summary
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.

Contribute Materials

Your contribution can guide someone’s learning journey. Share your documents today.
Document Page
Introduction to Human Resource Management &Learning
and Talent Development

1

Secure Best Marks with AI Grader

Need help grading? Try our AI Grader for instant feedback on your assignments.
Document Page
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
Document Page
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.

3
Document Page
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.

4

Secure Best Marks with AI Grader

Need help grading? Try our AI Grader for instant feedback on your assignments.
Document Page
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

5
Document Page
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.

6
Document Page
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

7

Paraphrase This Document

Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
Document Page
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
Document Page
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
Document Page
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.
10

Secure Best Marks with AI Grader

Need help grading? Try our AI Grader for instant feedback on your assignments.
Document Page
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.
11
1 out of 11
circle_padding
hide_on_mobile
zoom_out_icon
[object Object]

Your All-in-One AI-Powered Toolkit for Academic Success.

Available 24*7 on WhatsApp / Email

[object Object]