Table of Contents INTRODUCTION...........................................................................................................................1 TASK 1............................................................................................................................................1 HRM models, analyse the approach of the company to the management of its human resources......................................................................................................................................1 TASK 2............................................................................................................................................4 The organisation’s HR functions in relation to strategic human resource initiatives and recommendations.......................................................................................................................4 TASK 3..........................................................................................................................................10 HRM software programs that are available off the shelf and its beneficial for the firm..........10 Kronos Workforce Ready:........................................................................................................10 TASK 4..........................................................................................................................................11 Characteristics of effective leaders taking into consideration all the issues identified and appropriate model......................................................................................................................11 CONCLUSION..............................................................................................................................12 REFERENCES..............................................................................................................................13
INTRODUCTION Now a days, human capital and leadership management are essential for the organisation. Human capital management is considered as the procedures of obtaining, trainings, retaining staff for them to contribute effectually into organisational method (Budhwar, 2016). Managing leadership is a significant guide to know that which leadership is really present in firm and how to support it to the services of present company. For this report the chosen company is H&M which is a Swedish multinational clothing retail firm. Its headquarters is in Stockholm, Sweden. It is also known as the Hennes & Mauritz. The purpose of this report is to explain the human resource management models and examine the firm to the management of their HR. Human resource functions of the company in respect to strategic HR initiatives. HRM software programmes and their benefits of the organisation. Apart from this, characteristics of effectual leaders undertaking whole the issues and models to justify. TASK 1 HRM models, analyse the approach of the company to the management of its human resources Human resource model These models provide analytical framework for studying and understanding human resource management. The Warwick model this model of human resource develop is developed by two researchers, Hendry and Pettigrew of university of Warwick in early 1990s. It is developed to analyses human resource management. It also emphasizes on recognizing impact of roles of human resource function on human resource strategy content. Researcher of this model focus their research in mapping the context, identifying an inner context and external context. Internal context are related to organizational functions and external context are environment (Clarke and Higgs, 2016). This model comprise of five interrelated elements which analysis of how external factors impact upon internal operations of organization. This reflects open system theory of organizational thinking. 1
Elements of Warwick model HRMcontents:thesecontentincludesHumanresourceflows,worksystemin organization, rewards and recognizing system of company, employee relation with others. This element is related to business strategy making and HRM context. Business strategy context: this consist of objective of strategy, product market and strategies and tactics developed by human resource department. HRM context: this is context of human resource management which include roles, definition, organization, HR outputs of organization (Garavan and et.al, 2016). Inner context: Inner context includes all internal factors of organisation such as culture, structure, politics or leadership,technology, business outputs of company. 2 Illustration1: The Warwick model (SOURCE:The Warwick model. 2019)
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Outer context: these context are external factors and affect function of organisation. It consist of social- economical factor, technical , political and legal factors and competition of company. For H&M company this model can help in developing and mapping connection between inner and outer context of human resource. It will leads to adapt to changes in context of company. This model can help H&M company in implementing business strategies after careful analyses and evaluation which help in competitive advantage over other rival companies.This model is responsible for alignment of internal and external contexts for success. The Harvard Model This is the most influential model of HRM. As Harvard model sees employees as resources. Human resource is considered as a most important assets of organisation. This model believes that all employees and human of organisation is different from each other and they can not be deal or managed in same way (Manuti and De Palma, 2016).This model consist of six basic components of HRM. Situation factor: these factors includes workforce characteristics of employees, business strategy andconditions, management philosophy, labour market, unions, task technology, law and societal values. All these factors depend upon situations and can not be predetermined. Stakeholder interest: stakeholder interest is factors in which stakeholder of company are interested. This includes management of organisation, employee and group of employees, government and community. HRM policy: this policy influence employees and human resource flow in organisation. HRM policies includes reward and recognizing system of company and work system in which each and every employee perform. HR outcome: outcomes of human resource for organisation is completion of task committed, competence, congruence for taking risk and working in cost effective manner. Long-term consequences: long term impact of this is in well being of employees of company and organisation effectiveness in market and societal well-being. Feedback: it is a loop by which the output directly flow into the organisation and to stakeholder. Human resource manger ofH&M company use Harvard model for in policy area. This will increase human resource flow by recruitment, selection, placement, promotion, appraisal etc. 3
By this company can follow proper reward system by providing rewards or recognition to employee who perform best in organisation (Mayo, 2016). Reward system will leads to better performance of employees in H&M company. These policies influence employees to work with fulleffectivenessandefficiency.Employeesareinfluencedtodelegateauthorityand responsibility and overall development of work system of company. The implication of this model byH&M manager will leads to achieving 4 Cs commitment, congruence, competency and cost effectiveness. Approaches for H&M company The Warwick model of human resource work with approach that internal and external factors affect in business strategies whereas the Harvard model approach is recognition of stakeholders interest in HRM policy, outcomes and long term (Morley, Heraty and Michailova, 2016).H&M company can used both of these approves in its functioning for achieving organisation goal and satisfying employee needs . Both of these approach cover all major aspect whichH&M company should develop. Strength of Warwick model is to identify and classify important environmental factors that influences on HRM. It takes cognizance of business strategy and HR practices and include interaction between changes in both context and content of company. By Harvard model, H&M company stakeholder interests and situational factors affect company HR policy choices in term of influencing employees, HR flow, reward system and work system. TASK 2 Theorganisation’sHRfunctionsinrelationtostrategichumanresourceinitiativesand recommendations Human resource It is a team used as personnel of an organization. Human resource ofHennes & Mauritz are the workforce of organization which is responsible for overall management of personnel of organization. It can he refer as a department of business that deal with various functions (Nedelcu and Buşu, 2016). It is majorly responsible for hiring employees for organization, training and development of staff and their management or administration of activities of all employees of organization. Human resource is also known as human capital for business. It serve as most useful assets of Hennes & Mauritz. 4
Human resource functions This department deal with different functions of organization.Hennes & Mauritz human resource function majorly consist of recruitment of candidates, selection best employees, identifying needs and requirement of training and development and management of performance of all employees. Human resource operational function includes procurement of needs of employees, development programmes for their betterment, compensating for work done by personnel of company and integrating activities of all employees with organization need and benefits or maintaining safe and positive work environment in Hennes & Mauritz so that each and every employees can work with efficiency and effectiveness. Human resource function is responsible for solving and dealing with all issues of staff of organization. Recruitment Recruitment refers to a process of searching candidates for organization. It is function of human resource department which deal with attracting and hiring people to full fill vacant job in company (Pasban and Nojedeh, 2016).Hennes & Mauritz recruitment team works to find capable applicants and stimulate them to apply for job opening in organization. This team work with motive of attracting more and more candidates to apply for job so that they have better choice in selection of employee. Process followed by Hennes & Mauritz in hiring a candidate is after proper recruitment planning and strategy. In recruitment currently H&M company is facing some issues which is affecting overall performance organization working.H&M recruitment team is not able to attract required capablecandidates to fill vacant positions. This function of human resource is complete responsible for attracting and stimulating well qualified and candidates with required skill set and abilities necessary for performing job. Due to lack of recruitment company is not able to perform well in market. H&M company has to select with those candidates who are available. This is become major reason for not able to achieve organization goals and objectives. Types of recruitment function Therearevariouswaysbywhichcompanycanfindandattractthemtowards organization job (Popescu, Comanescu and Sabie, 2016). As recruitment team ofH&M company is responsible for hiring and creating pool of candidates they have to carefully evaluate and analyses different type of recruitment sources. Majorly two types of sources is used by 5
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respective company that is internal sources of recruitment and external sources of recruitment. These types of recruitment are mentioned below. Internal sources –These sources of recruitment refers to hiring candidates from within H&M company. In internal sources applicants seeking for different position is done by employees who are currently working in organization. It includes promotion of current employee to fill higher position, transfer from one position to other at same lever, upgrading employee by providing more responsibilities, demotion of employees to low level when employee is not performing well. Rehiring of retired employees and taking references from current employees. External sources –External sources includes finding and attracting candidates from outside organization. These sources includes advertisements, campus recruitment, or contactingplacementagencies.H&Mcompanycanalsooutsourcesitsoverall recruitmentprocesstoconsultancies.Theycanalsohiresomecandidatesfrom employment exchanges programmes or labour contractors. Selection Selection term refers to choosing best and most suitable out of many options. Selection is a process of picking right candidates after careful evaluation and analysis of all option available (Renz, 2016). InH&M company selection is done after finding and attracting applicant in organization. Now selection team will evaluate each and every candidates on bases of skills, abilities required in candidates to perform job in company. Evaluation can be done by in depth interview of candidates and select best candidates who can perform specific job. H&M company selection team is not able to proper measure and evaluate candidates from pool of interested candidates. It is responsibilities of selection team to put right skilled candidates to right job. For this H&M company selection team have to identify requirement for performance vacant job and choose applicant who have best ability to do that. But this is issue currently company is dealing with. Selection team is not have to hire and put right employee to right place. Company should look for solution to this problem because this is become reason for lack of well qualified candidates in organization. Selection process 6
Selection process is a step by step evaluation of candidates and eliminating candidates on each step which are not able to full fill requirement ofcompany (Secundo and et.al, 2016). Step followed by H&M company in recruitment process is as followed: Preliminary interview –In this basic information about candidates is evaluated on bases of their qualification, skills and interests. Receiving applications –all those employee who are interested and capable for job opening needs to fill application form ofH&M companywith correct details. Screening of applications –Received applications are screened and employees are eliminated who does not match with requirement of vacant job. Employment Test –Candidates selected in this step needs to give test to check their knowledge. Different types of test taken byH&M company are technical aptitude and IQ test. Interview –Candidates who clear test are invited for interview process. In this in-depth interview of candidates is taken by expertise ofH&M company. Face to face interview will help in better understanding and comparing all candidates and selecting best out of it. References checking and Medical Examination –References is cross checked and medical examination of employee is conducted by company to test its medical fitness. Final selection –Candidates who clear all step will be given offer letter for final selection. Human resource development Thisfunctionofcompanyisresponsiblefordevelopmentofallemployeesof organization.Itisveryimportantforcompanytoprovidehumanresourcedevelopment programmes for its employees (Surijah, 2016). Human resource development ofH&M company includes building opportunities for employee training and career development of employees which leads in increasing performance of employees. This will help in achieving objectives of company. This function focus on all aspects of developing superior workforce. It is very important to develop training and develop programmes in organization but for H&M company it is very cost consuming. Training helps in increasing effectiveness and efficiency of employees in their working. This will leads to development new skills and abilities in employee to perform their job. To facilitate training and development function company require large amount of cost. Training and development include cost in hiring trainer for 7
conducting training program, requires training equipments, venue for training and cost of employees time. It is very difficult for H&M company to identify employee who require training and its is out of budget to provide training to large number of employee at same time. Methods of training and development There are two methods used byH&M company for training and development function. Methods used by company are on-the-job training and off-the-job training. Both of these two methods have their own advantages for organization. Training and development methods are mentioned below. On-the-job training –In this method, employee can get training and increase their skills by working within organization. These methods include providing training by job rotation, coaching training by supervisor, induction and orientation, job instructions or internship. This will help employee to learn by observing other also. Off-the-job training –This method includes case study, role play, grid training, lectures, conferences etc. These training help employee to focus in achieving training objective only. In off the job training employee do not have to face any work pressure. They can fully concentrate on learning rather than performing. Performance management This means management of performance of each and every employee of organization. Performance management can be defined as interaction with employee at very step of way betweenperformanceevaluationlifecycle(SusenoandPinnington,2017).Performance management ofH&M company work with motive to focus on overall performance of organization,department,employeesofcompany.Theyaresetofactivitiesthatensure measuring and evaluating performance of employees and ensure goals are met in an effective and efficient manner. H&Mcompanyperformancemanagementactivitiesisanongoingprocessof communication between supervisor and employees. Performance management is a very crucial function of human resource as it provide result after measuring task done by employees.H&M companyprovideappraisaltoemployeesaftercertaintimeperiodaccordingtotheir performance. Employees of H&M company are not satisfied with company's performance management system. Unhappy employee are big issue company is currently dealing with. 8
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Employee have feeling that performance management system of company is biased and not able to measure actual performance of employees. Performance management tools and techniques Rating system –In this type of performance management system, employees are evaluated on bases of pre defined goal and activities. Employees ofH&M company has been informed in advance about their work and task they are responsible for. On these basescontributionofemployeesismeasuredtofulfilobjectivesandgoalsof organization. 360 degree feedback –this is tool which help in analysing work done and performance of all employees (Vasilaki and et.al, 2016).H&M company uses this by taking feedback from many about employee. To evaluate performance feedback is taken from supervisor, manger, peers, customers, suppliers, clients etc. Recommendations For recruitment function, company can use online job portals, social networking sites and H&M company website. Company can take this strategic initiative for attracting more candidates in recruitment process. Recruitment through online can give vast range of options for finding candidates to fill job openings. For selection function, currently company is have difficult is understanding and analysing rightcandidatesforcompany.H&Mcompanyshouldtakeinitiativeforselecting candidates which have high qualification degree and certificates which shows their knowledge about job. Selecting well qualified employees with requirement skill set and ability solve lack of efficient employee problems from company. For human recourse development function, company can use E-learning system. Online learning management system is very cost effective. H&M company can upload online videos and content on learning management portaland all employees can watch and learn from it. It is not only cost effective but does not contain much time of learner. For performancemanagement,H&Mcompany shouldtakestrategicinitiativeof developing a software for measuring and evaluating performance of employee. This software can record each and every activities or task performed by employees and analyse it when required to show performance of all employees. 9
TASK 3 HRM software programs that are available off the shelf and its beneficial for the firm Now a days, in organsiation technology advancement are effective to lead or leading into marketplace. In context of H&M which is considered as the leaders of the market as well as utilise the several HRM software to obviate issues which are faced while hiring candidates, chose proficient employees within company and during facilitating training and development to them. For this, respective firm are utilising several types of HRM software programmes which are present into market area as this provides different facilities to amend organisational system. Some of the software programmes which can be beneficial for the firm's development and growth are mentioned below: Kronos Workforce Ready: Kronos provides the workforce management as well as the human capital management abilities. This particular software facilitates a individual unified platform for last HCM with hiring, on boarding, core human resource, training and development, compensation and many more (Vidotto and et.al., 2017). In order to resolve the issues in H&M related to recruitment and selection that arerecruitment team is not able to attract required capable candidates to fill vacant positions, selection team is not able to proper measure and evaluate candidates from pool of interested candidates etc. This is beneficial for the respective company as with the help of this software they can attract as well as retain top quality talent, also useful to meet the staff requirement so that they become happy. BambooHR: Bamboo is considered as the cloud based human resource information system which mostly target SME's enterprises. This software provides a various intuitive HR tools that cover the individuals as well as data analytics, culture of the work area and so on. Moreover, this usages staff satisfaction software that is embedded with electronic NPS for promoting and engaged personnel. This is helpful to resolve the issues of unsatisfied employees, cost consuming as keep all the data of the people as well as company which aids to reduce the cost and also helpful to measure the performance of the employees which results in increased productivity level. Kitaboo Insight: 10
This considered as an effectual and intuitive interface training software which develop s as well as build mobile first training to staff. This is an cloud based platform which relates individuals through images,videos and audio, hyperlink in efficacious way. This can resolve the issues of respective company regarding time consuming and cost consuming during training programmes. With the assistance of this, H&m can easily utilise assessments, products demos and gamification etc. for providing effective training to workers. From the above it is analyse that firm has to adapt several type of software which aids them to maintain the records, facilitate effectual training to employees and so on. As h&m are facing the problems such as cost consuming unhappy employee, not able to attract required capablecandidates to fill vacant position and so on. Hence, they utiliseKronos Workforce Ready, BambooHR, Kitaboo Insight etc. to resolve all these issues. TASK 4 Characteristics of effective leaders taking into consideration all the issues identified and appropriate model Leadership model is considered as the guides which suggest particular behaviours of the leadership that can be utilise into specific situation. In case of H&M, they are facing the issues of cost consuming during training, cannot able to recruit or select more proficient candidates, unsatisfied staff and many. In order to resolve all these respective firm can apply some leadership model that are mentioned below: System leadership model:This is considered as the model that state states leaders can develop situation on that staff can perform effectively. This use human behaviour principle to formulate efficacious leadership strategies for firm. This model is applied by H&M to solve the issues such as recruit and select proficient candidates by developing appropriate strategies for it. Herein, the characteristics of respective company leaders is to make strategies and direct people to comply that. Moreover, their leader has to encourage its employees to suggest talented individuals name so that if they are interested to work with respective firm so they come give interview. Contingency leadership model:This model suggest the effective leadership style that depends upon circumstances. Moreover, this based on the assumption that there is no such solution to resolve whole issues which generally means that these should not be any models that 11
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are suitable for all the circumstances. H&M leaders used this model to resolve to problems that company are facing. Issues such as cost consuming, to satisfy customers and so on. Herein, characteristics of the leader is to influence the workers to perform well and also helps them to facilitate better training during work only which save their training cost and time. Moreover, respective firm leaders can motivate their teams by giving various examples and guide them towards right direction n order to accomplish the objectives. Hence, respective firm adopt some leadership theory that aids them to solve the issues that are identified in the above task. Issues are H&M can not able to grab the attention of more candidates and select appropriate individuals, cost consuming, unhappy employees and many more. Also the characteristics of their leaders is to resolve the problems, guide the team in effective direction, motivate them and so on. CONCLUSION As per the above report it can be concluded that mangling human capital resources and leadership is crucial part of company. Human resource is considered as most effective and useful asset of organisation. Various functions of human resources are explained in detail with the issue company is facing. Recommendation for dealing and solving human resource function issue and achieving organisation goal is also suggested. Human resource models and approaches to uses these model for company benefits. Also. Some software which company can use in effective human resource function working are mentioned. Leadership and approaches of leadership which help in function of organisation. 12
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