HRM Issues and Analysis at River Island

The report focuses on the HRM practices of River Island, a global fashion retail company with a diverse workforce. It examines the importance of job descriptions, person specifications, and performance appraisal methods using various examples. The analysis aims to understand the significance of these HRM elements in managing employees effectively.

Issues in Human Resources
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
Q1 a. Emerging issues in HRM...................................................................................................3
Q1 b. Analysis of HRM challenges faced by organisation.........................................................4
Q2 a. Critically describing job description, person specification and appraisal methods with
example of marketing manager...................................................................................................6
Q2 b. Designing and significance of job description, person specification and appraisal
methods.......................................................................................................................................8
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resources management (HRM) is crucial for any organisation as its main
objective is to maximise employee's performance. But with time, new trends are evolving thus
giving rise to challenges that are faced by HRM of multinational company. It is assumed that
strategic tasks are important for achieving organisational growth and success which are again
outcome of effective HRM. River Island, a high street fashion brand, operating worldwide for
people who desire of fashion (Beer, Boselie and Brewster, 2015). It is headquartered in London
and serves around 100 countries. There are over 350 physical stores and 6 online stores thus
serving large customer base. In this report, emerging issues in HRM and their analysis in context
of respective organisation will be discussed. Later, detail analysis of person specification, job
description and appraisal methods will be made. At last, significance of these methods will be
examined with the help of various examples. With this successful study of emerging issues in
HRM will be concluded.
Q1 a. Emerging issues in HRM
HRM is already complex to manage and is the biggest challenge for companies to
properly sustain in market. This is an active body and a valuable asset to achieve success by
increasing competitive edge. Yet, there are many challenges like digital age, workforce
redundancy, psychological differences and many more that arises due to factors like
multicultural and multinational. Companies are making efforts day and night to resolve these
issues as far as possible. Below mentioned are few present scenario with regard to emerging
issues in HRM which are faced by River Island: Diversified Human Resources: While exploring global market various opportunities and
procedures are encountered by organisation. Here, HRM plays an important part in
creating staff who are capable enough for maintaining overseas relation (Bos‐Nehles,
Van Riemsdijk and Kees Looise, 2013). River Island appoints personnel that have
cultural fluency to build multinational business ties. Also, initiatives like organising
meeting and conferences in yearly/quarterly manner, networking with team that are
spread across and audio-visual aids in training practices. Compliance handling: One of the major part of HRM is compliance handling. Dealing in
textile sector, River Island has to possess strong compliance with federal and state laws.

Though complex legislation affects HR functions, still it is managed by professionals in
very efficient way. Also, company maintain their knowledge and expertise of issues that
are emerging with legal compliance. Multi-generational diversity: Today's workforce is made up by many distinct generations
i.e. people from 1965 and above; people from 80 and above and people from 2000's.
Thus giving rise to complex situation in HRM (Brewster and Mayrhofer eds., 2012). This
challenge is overcome by taking effective measures in River Island such as training
leaders to adapt new styles, motivating employees to accept changes in work place and
go with invented strategies. Cultural differences: To manage workforce in multinational companies it is important to
manage cultural differences that can arise due to diversity. Variation in culture create
improper or inconvenience in communication process thus giving rise to conflicts and
issues. River Island operates in many regions including Middle East which has entirely
different work culture and environment. Therefore HRM of company has appointed
linguistic experts in every department who help to overcome these barriers. Quality management: Global market has given rise to expectations and demands of
customers. Thus forcing companies to create innovative products that are the best in
quality and have competitive rates. River Island always believes in delivering quality
product to its consumers by using strategies such as outsourcing, off shoring, etc.
 Digital age: Business is now conducted using advance methods that are created with the
help of digital applications. Information technology has modified traditional business
paradigm and has connected more number of people with it. Now, customer can purchase
goods anywhere, anytime.
Q1 b. Analysis of HRM challenges faced by organisation
In present business HR managers are facing many challenges and these issues are
creating pressure on HR team to create strategies for attracting, retaining and nurturing
employees associated with them (Budhwar and Debrah, 2013). River Island is coping well these
issues with the help of experts in management team. Few challenges in HRM in context to
respective company are given below: Workforce diversity: River Island has heterogeneous workforce i.e. employees are from
multiple origins. Though its workplace is a combination of diversity which include

components such as age, gender, religion, education, race, ethnicity, etc. and it is
important for HRM to frame these components into useful module. Because every
individual existing in organisation possess atleast three of these factors thus making
business environment diverse in nature (Edgar and et. al. 2015). Growth and success of
company is determined with the managing capabilities of diverse unit which in turn gives
competitive edge to the business. Challenges and problems faced by HR manager
because of diversity can be modified into strategic asset for River Island to attain
organisational goals. If company refuses to handle diversification in business
environment than risk of losing talent to competitors arises. This is major problem that
arises due to diversification in business of MNC's as operations are already established at
global scale and people from across the globe joins workplace. It is observed that
company rely upon it skilful HRM that implements technique of balancing workplace
diversity in fruitful terms. Technological advancement: Next challenge is improvising technical advancement in
work. Due to technological progress skilled talent River Island has been reduced to
considerable skill which now include knowledge about MS Word, Excel, PowerPoint,
etc. This shift has created opportunities for new talent to showcase their skills and
knowledge. Efficient employees are required by company who holds good command in
computer application. On the other hand, technological advancement also create
unemployment due to scarcity of skilled human resource. IT involvement: Earlier HRM practices are carried with traditional techniques such as pen
paper work or everything in black and blue but with introduction of IT has created HRIS
(Human Resources Information System) which is processing of employee information
and making it available anytime to managers. This computer application has reduced
paperwork and created new form of managerial decisions (Gomes and et. al., 2012).
River Island has involved its HRM function with electronic managerial decisions and is
expecting to cast its impact at coordinating and strategic level of organisation.
 Compliance: This is a legal body that deals with all the legal procedures and process
associated with business such as laws created by government of UK in business
perspective, benefits of employees, etc. This segment works as per laws of the nation thus
very critical to handle. River Island is operating in 100 countries which means 100 laws

for compliance handling. Therefore, HRM must be flexible enough to get moulded as per
laws of the nation and make business process easy and convenient. Experts are appointed
who have full knowledge of legal and constitutional domain so that issue get resolved in
minimum time frame (Greenwood, 2013). It is true that legislation for compliance
handling is hard to maintain hence efficient strategies must be constructed by HRM to
overcome it.
Above mentioned issues are faced by HRM of River Island and effective measures are
taken against them to suppress these challenges as soon as possible. Following are few measures
that company uses to overcome barriers of HRM:
 In order to develop understanding among personnel about different culture cross cultural
training can be given to them.
 Frequent motivation programmes must be conducted by HR team to increase devotion
of workers towards organisation.
 To implement technical changes HR must organise training for workers that will help
them upgrade there knowledge and skill about respective application. Hence, delivering
competent workforce for gaining competitive advantage in marketplace.
Q2 a. Critically describing job description, person specification and appraisal methods with
example of marketing manager
Job description: It is a written statement that has job title, designation, duties,
responsibilities, scope and working conditions of appointed employee. This is a narrative
document which is prepared by conducting job analysis which is based upon knowledge and skill
that are required for the job (Gupta and Shaw, 2014). There are few areas that restrict job
description such as not suitable for senior managers, rapid changes may influence job description
as they are inflexible or content mentioned in document may become out dated.
For example, in context of marketing manager, job description will help in providing
specific information about job, title, qualifications, etc., such as:
 Title of position will be marketing manager, sales and marketing manager and marketing
director.
 Skill set required for position will be excellent communication, understanding of
marketing trends, creative and innovative, budget management skills, analytical skills,
knowledge of technology, latest trends and methodologies.

 Educational qualification required for the job will include Master's degree in Business
with Marketing as specialisation, Bachelor's degree in Business.
Person specification: It means skills and knowledge that an individual must possess in
order to satisfy demand of position which is offered by company. It includes educational
qualifications, experience, training exposure, etc. Responsibility of HRM is to use current core
competencies to construct person specification thus helping applicants to understand job
requirements (Jack, Greenwood and Schapper, 2012).
For example, person specification of marketing manager defines essential requirements
of company and desirable requirements for respective position. Thus helping potential candidates
to understand more about position offered, such as:
 Educational qualifications will include good in English, standard of education as an
essential component whereas Degree in respective course, internship in sales department
will be component of desired.
 Communication skill will include formulating strategic plans and persuading others for it,
numerically fit, good in presentation will constitute to essential component whereas
experience in PowerPoint presentation, copy writers and customer facing will constitute
to desirable component.
 Practical skills will include use of MS Word, PowerPoint, Excel will be essential
components whereas minute talking, ability to create effective PPT will be part of
desirable component.
Appraisal methods: It is a systematic approach used to evaluate performances of
employees to determine their growth and progress (Keegan, Huemann and Turner, 2012).
Basically, there are two methods are used for performance appraisal: traditional methods and
modern methods. Both of the methods are explained below:
Traditional methods include manual evaluation of employees with the help of various
activities such as ranking methods, grading method, check-list method, field review method,
confidential report, etc.
 Ranking method: One the simplest and oldest method where employee is compared with
its peer members, thus ranking it from highest to lowest or best to worst.
 Grading method: Here, categories are allotted to employee such as outstanding,
satisfactory and unsatisfactory on the basis of his performance.

 Checklist method: This method is fast in comparison to other methods as it consists of
series of statements that are to be answered in yes or no with a single tick.
 Field review method: Here, outsider is used for appraisal generally from corporate or HR
department and result in fair decision.
 Confidential report: Government sector uses this appraisal technique where a format is
prepared by immediate boss informing about employee's strength, weakness, attitude,
skills, etc.
Modern methods include management by objectives, 360 degree appraisal, HRM
accounting, etc.
 MBO: Management by objectives is a process where subordinate identifies common goal
and define each individual with their area of responsibility.
 360 degree appraisal: Here, employee is appraised by supervisor, subordinate, clients, etc.
that help in evaluating his performance on the basis of feedback.
 HRM accounting: In this method performance is judged in terms of contribution made by
employee.
For example, Marketing manager is responsible for constructing effective strategies for
development of marketing plan to retain customers as well as to attract new customer. Thus
evaluating performance of marketing manager can be conducted using comparative evaluation
method or 360 degree appraisal. In comparative evaluation overall performance of manager will
be compared directly to common criteria whereas in 360 degree appraisal special feedbacks can
be received, either anonymously or confidentially form co-worker (Singh and et. al., 2012).
Q2 b. Designing and significance of job description, person specification and appraisal methods
Job description, person specification and appraisal methods are role of HRM in any
organisation. It is responsibility of HR manager to critically perform these roles that will
organisation to sustain in market for long run.
 Job Description: One the major significance of job description is that it provide in-depth
knowledge of position to which a candidate is applying for. It consist of title, skills
needed, educational skills and sometimes salary related to job.
Designing job description for the post of operation manager in River Island
Job Number: 11111

Company: River Island
Location: Leeds, West Yorkshire
Description
Discover new ways that River Island supports for community and employees. As the world's
leading fashion brand our focus is about fulfilling needs of our customers.
Position:
Optimizing process of Brand Designing to ensure efficient workflow. Creating optimal
designing solutions to bring them to customers that will meet standards of River Island.
Supervision Received:
Head of Brand design
Supervision Given:
Manager
Qualifications
Education level:
 5+ years of experience in operations and print production.
 Experience in cross-cultural teams, managing relations and in-depth knowledge of
artwork. Interest in improving competency of River Island.
Skills:
 Understanding of fashion and artwork.
 Strong optimizing skills along with leadership skills.
 Confident with working of cross-cultural teams.
 Ability to manage and motivate team.
 Strong verbal an written communication.
 Person Specification: Significance of using person specification is that it makes
interview process more easy and refine (Varma and Budhwar eds., 2013). Further, it
clarifies personal qualifications to employer: one which is essential and other which is
desirable. It also help in communicating equal opportunities in recruitment process.
Designing person specification for the post of operation manager in River Island

Post Details
Department: Operations
Grade: Scale 4
Title: Operation Manager
Ref: 11111
Skills
Required Essential/Desirable
Interpersonal skills Essential
Ability to work in confident manner Essential
Creative and learning attitude Desirable
Organisational skills Essential
Knowledge
Required Essential/Desirable
Implications of data collection using digital
tools
Desirable
Office administration Essential
Other
Required Essential/Desirable
Ability to travel various sites Essential
 Performance appraisal: This is a method of evaluating employee performance used by
supervisors. It also help in identifying training and development needs of employees and
lastly it provides reward for better performance.
Designing performance appraisal for the post of operation manager in River Island

Name:
Evaluation Period:
Title:
Date:
A. Performance factors:
Administration
Outstanding Average Below Average
Knowledge and work
Outstanding Average Below Average
Communications
Outstanding Average Below average
Team work
Outstanding Average Below average
Human Resource Management
Outstanding Average Below average
Leadership
Outstanding Average Below average
Personal Appearance
Outstanding Average Below average
B. Employee strength and weakness

C. Areas need improvement
D. Employee Comment
E. Signature
Employee:
Date:
Evaluated By:
Reviewed By:
CONCLUSION
On the basis of above mentioned report HRM and its emerging issues such as digital age,
globalisation, diversification, uncertain statutory and compliance, cultural difference, etc. are
successfully analysed. Being one of the basic functional bodies of organisation, HRM is
responsible for employee's performance and growth. River Island is one of highest fashion retail
market that deals in textile and clothings of high street brands. Being known worldwide for its
products, company is also known for its HRM practices. As it is systematically operating huge
diverse workforce from all over the globe. In this report issue of HRM and analysis of these
issues has been made. Further significance of job description, person specification and
performance appraisal methods are included with the help of various examples. Thus
successfully concluding study relate to issues in human resources management.

REFERENCES
Books and Journals
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line management performance: applying the AMO theory to explain the effectiveness of
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Edgar, F. and et. al. 2015. Well-being and performance: Measurement issues for HRM research.
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Greenwood, M., 2013. Ethical analyses of HRM: A review and research agenda. Journal of
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Gupta, N. and Shaw, J. D., 2014. Employee compensation: The neglected area of HRM research.
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responsibilities of line managers, project managers and the HRM department in four
project-oriented companies in the Netherlands, Austria, the UK and the USA. The
International Journal of Human Resource Management. 23(15). pp.3085-3104.
Singh, S. and et. al., 2012. Measuring HRM and organisational performance: concepts, issues,
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Varma, A. and Budhwar, P. S. eds., 2013. Managing human resources in Asia-Pacific (Vol. 20).
Routledge.