Managing Human Resources

This report includes function of HRM and benefits of various HRM practises. Current report is also including importance of employee relations and various element of employment legislation. Further, it focusses on application of HRM practises as well.

Managing Human
Resources
1

Table of Contents
Introduction......................................................................................................................................3
Main body........................................................................................................................................3
Task 1 ..............................................................................................................................................3
Purpose and functions of HRM ..................................................................................................3
Strength and weaknesses of approaches of recruitments and selection .....................................4
Task 2 ..............................................................................................................................................5
Benefits of different HRM practices ..........................................................................................5
Effectiveness of different HRM practices...................................................................................6
Task 3 ..............................................................................................................................................7
Importance of employee relations...............................................................................................7
Elements of employment legislation ..........................................................................................7
Task 4 ..............................................................................................................................................8
Application of HRM practices....................................................................................................8
Conclusion.....................................................................................................................................11
References......................................................................................................................................12
Books and journals ...................................................................................................................12
2

Introduction
Human resource management refers to coordination of employees to achieve business
objectives, maintain employees satisfaction, fulfils staff needs and demands etc. There are
various functions and purpose of HRM which helps manager in achieving business objectives
such as training and development, recruitment and selection and performance management
etc (Phillips, Griswold, and Castellano, 2021). The selected organisation in this report is Zara. It
is a Spanish fast fashion company which was founded in the year 1974. It is dealing in products
like accessories, shoes, clothing, beauty and perfumes etc. This report includes function of HRM
and benefits of various HRM practises. Current report is also including importance of employee
relations and various element of employment legislation. Further, it focusses on application of
HRM practises as well.
Main body
Task 1
Purpose and functions of HRM
Purpose of HRM
 Hiring talented employee: The main purpose of HRM is to hire a right employee for
vacant position. Their role is to conduct interview, select a candidates and provide on
boarding training. This is a planning process which identify present and future needs of
employees.
 Updation in policy: The next purpose is to make updation in policies of organisation and
make aware to employees about these policies (Pahuja, and Garg, 2021). In context with
Zara, their managers are working effectively and making Updation in their rules and
policies framed within an organisation.
Functions of Human resource management
 Recruitment and selection: This is one of the functions of HRM. As recruitment and
selection is to be done by managers of organisation. They have to work according to the
requirements of the company and focus on workforce planning as well. Their function is
to hire a suitable staff member for a vacant position which helps them in achieving their
business objectives.
3

 Performance appraisal: The next function is to conduct performance appraisal
programmes such as to take feedbacks from employees and making judgements of
employees’ performance within an organisation. On that basis, they develop policies
regarding rewards and appreciation programmes (Zhang, and Edgar, 2021). Further, in
Zara, managers are focusing on improving performance of employees by this function.
Strength and weaknesses of approaches of recruitments and selection
Approaches of Recruitment
 Internal recruitment: It refers to the process in which vacant positions are being filled
within current staff. In this candidates are being hired from internal staff members and
not from external sources. Some of the method through which internal recruitment takes
place such as promotions, employee referrals etc. There are certain strength and
weaknesses of this approach, which are mentioned as below;
Strength: This approach is helpful because it reduces time and cost of an organisation. As
this does not involve cost of finding new candidates from external sources and does not involve
training cost as well.
Weaknesses: Conflicts and jealously among employees is main weakness of internal
recruitment (Riva, Magrizos, and Rubel, 2021). As some of the employees get promoted and
some not. So this results in reduction of employees’ engagement.
 External recruitment: This is a process in which vacant positions of an organisation
filled from external sources. These source are advertisements, placements, phone calls
and emails, walk in etc. Some of the strength and weakness are discussed below:
Strength: This is a method in which candidates are hired from external environment.
This provides opportunities to talented candidates who can put more efforts in achievement of
organisational objectives.
Weaknesses: External recruitment requires high cost of hiring and training of a new staff
members. Further it requires more time as well as compared to internal recruitments.
Approaches of selection
 Interviews: This is a process of selection in which candidates are selected on a basis of
interview (Girisha, 2021). This interview can be of any type such as face to face
interview, telephonic interview etc. this method is used in Zara organisation to select an
employee.
4

Strength: This build relationship with interviewee and interviewer and thus results in high
rate of return.
Weaknesses: It is time consuming as compared to other methods. And also sometimes
interviewer should do biases among candidates’ selection.
 Written test: This is another way in which a candidate is selected by having a written
test. This written test can be related to aptitude test or with any other field. This is done
because in this candidate’s problem solving skills, numerical skills and reasonable skills
are analysed by interviewer (Rajkumar, 2021).
Strength: This is done to analyse candidate performance beyond resume. This helps in
fulfilling requirements of job position.
Weaknesses: Major weakness of this is that it does not show clear image of a candidate.
Task 2
Benefits of different HRM practices
Training and development : It is a activity which develop employee knowledge and
skills towards achievement of organisational task and objectives. Further, this helps in
motivation of employees towards achievement of goals and objectives and results in retention of
employees for long time in an organisation.
Benefits to employer : Training and development helps employers in organising
learnings and development programmes for their employees to improve their skills and
knowledge (Yahiaoui, Nakhle, and Farndale, 2021). In context with Zara, managers are most
focusing on providing on boarding programmes to their employees to enhance their skills and
learning about a specific work.
Benefits to employee : One of the benefits of having providing training and development
practise is increasing productivity of employees. As while gaining training skills, employees
enhance their skills and this results in achieving the objectives successfully.
Conflict management : This is a process in which conflicts get resolves by managers.
Conflict can be raised due to misunderstanding and miscommunication among employees and
employers. In context with Zara organisation, there managers are mostly focusing on resolving
employees conflicts and maintaining healthy environment.
5

Benefits to employer : Conflict management helps in building effective relationships
with employers and maintain healthy and positive environment within an organisation. In context
with Zara, this helps in maintaining positive and healthy environment within workplace.
Benefits to employee : This provides benefits to employee as well. As it helps in
maintaining employee engagement healthy and developing growth opportunities (Uluslu, and
Bir, 2021). In Zara, managers focuses on maintaining employee engagement healthy which
develops positive working environment.
Effectiveness of different HRM practices
Training and development : Training and development method helps workers in
improving their skills and learning about a particular task which they have to perform within
workplace. Training helps employees in increasing motivation and developing their potential as
well. Further, training and development helps in enhancing productivity of employees and
retention for long time in a particular organisation. In context with Zara, manager are providing
knowledge about latest techniques and methods which are being used at workplace. This helps
them in improving their communication and also making friendly with latest techniques used in
company.
Conflict management : This is another practise of HRM which helps in managing all
conflicts within business environment among employees (Heras, Rofcanin, and Mayer, 2021).
This helps employee in making effective engagement with each other and developing healthy
environment at workplace. While using effective conflict management strategies, managers
could be able to establish positive relations with each other and making effective
communication. If this happens, may results in enhancing profitability and productivity of
organisation.
Performance appraisal programmes : Performance management is the another
practises which helps in motivating employees and developing their productivity as well. This
helps employers in analysing employee performance and provides knowledge of, which
employees is performing better and which not. So this helps employers in selecting of candidates
who are to be appreciated and rewarded (Stor, and Haromszeki, 2021). Further, while getting
rewards, employees get encouraged and motivated towards achievement of organisational
objectives and goals.
6

Task 3
Importance of employee relations
Employee relations refers to a bond between employer and a employee which could be
managed by an organisation. Having an effective relationship results in increasing productivity
and motivation of workers working in an organisation. A healthy and positive relationship results
in enhancing productivity and profitability of an organisation. In context with Zara, they
maintains positive relationship among employers and employees which leads to increase in
profitability and loyalty (Gupta, 2021). There can be certain importance of having employees
relation healthy which are discussed below :
Enhancing productivity : While having good employee relationships, employees should
feel comfortable and this may be resulting in enhancing their productivity. Strong employee
relations bring positive and healthy environment and thus results in enhancing productivity of
employees and organisational both. In context with Zara, there managers are more focusing on
building employees relations and this helps them in enhancing their efficiency of work and
productivity as well.
Increasing motivation : Building good employee relations aid in being motivated
towards achievement of organisational goals and objectives. As when employee communicate
with each other effectively, so this build engagement among them (Dundon, and Gollan, 2021).
They can easily share their ideas and issues with employers. So this leads to increase in
motivation of employees.
Reduction in conflicts : When there is effective relationship within employees then this
may results in reduction of conflicts within business environment. As when employees maintain
positive and healthy relationship with their employers then this may results in reducing of
conflicts. In Zara, managers are maintaining healthy and effective relationship with their
employees. This helps them in achieving their organisational goals and objectives.
Elements of employment legislation
Legislation of employments has made to protect employees from being exploited
(Mendy, 2021). These laws build employee relationships better with employers. Some of the
employment legislation acts which are used in an organisation are discussed below :
7

Equality act, 2010- This is a act in which workers rights are protected and equality is
provided at workplace. Equality act 2010, protect employees from being discriminate against
age, religion, gender, race and may disability etc. Zara is using this act in order to prevent their
employees from being exploited. The HR manager of an organisation make sure that if any of the
employee is facing disability, so it becomes a responsibility of HR to make some improvement in
working environment and make them feel comfortable. Also, they should measure that
recruitment and selection should be made without being biased.
Health and safety act, 1974- This act main focus on employee safety and heath
conditions within working environment (Srinivasamurthy, 2021). It is important for very
organisation to have this act in their working environment to protect employees from health
issues. Zara make sure that its workers should feel safe and secure at workplace. For that, they
maintain proper sanitation and hygiene facility. The HR department of Zara is making decision
regarding employee health and safety and make policies which work towards employees health
and growth of organisation as well.
Employment rights act, 1996- This is a act which cover employee rights in several
situations such as maternity leave, unfair, dismissal, redundancy etc. Zara manager make sure
that it should be legalised for Employment right act, 1996. Organisation should be responsible
for paying of maternity, sick pay and redundancy pay etc.
Task 4
Application of HRM practices
Job description
Job position : Marketing manager
Hours : 8 hours per day
Reporting to : Managing director
Job summary : To develop marketing strategies and create awareness for fulfilling customer
demands and enhance organisational profits.
Duties and responsibilities:
 Management of brand within market place
 Developing strategy for maximising profits and share in market.
 To create promotions while advertising of company products and services.
8

 To make a research on customer demands and needs.
Person specification : For marketing manager
Requirement Essential Desirable
Qualification Master in business administration
within marketing
Certificate of conducting marketing
campaign
Experience 4 years
Skills and abilities A candidate should have strong
communication skills, marketing
skills and strong interpersonal
skills
A candidate should be highly
organised and should have
creativity and innovation skills.
Curriculum vitae
John silicon
Address : Berkeley Street, London, UK.
Contact no. : 4424589654
Objective: To work in a reputed company so that I could fully utilise my skills and abilities to
meet productive outcomes
Work experience : 1 year experience in working Morrisons at marketing executive
Educational qualification :
 Masters in business administration in marketing
 Bachelor in business administration
Skills and abilities :
 Communication skills
 Interpersonal skills
 Ability to work under pressure
Interview questions
 What have you learned from past experience?
9

 Why did you left last job?
 Mention your strength and weaknesses?
 How could you handle a particular situation?
Offer letter
Employment offer letter
Name : John silicon
Address : London, UK
Date : 09-09-2021
Subject : Offer letter for marketing manager
Dear candidate,
It is to inform you that you are being selected in interview round and we are happy to share that
you are eligible for marketing manager role at Zara. Some of the terms and condition are given
below :
 Joining date : 13-09-2021
 Location : London, UK
 Probation period will be of 6 months from date of joining. Also, this period can be
reduced by seeing overall performance of a candidate.
 This is a target based job based on a given time period.
 Incentives are not given within probation period.
For any query, feel free to contact us.
Thank you,
Human resource manager
Zara
Recruitment and selection process
 Identifying needs and position description : This is a first step of recruitment and
selection process of Zara. As they first identifying which job position is vacant and to be
filled with new candidates (Ahmed, Bashir, and Qureshi, 2021).
 Planning of recruitment : Then recruitment planning is done, as to which approach is
used- internal or external approach are selected for a particular job position.
10

 Sourcing : Then next step is that to advertise for a vacant and identifying needs of job
position.
 Access interview candidates : Then interview candidates is being analysed. This
interview can be conducted through phone call, video call or walk in etc.
 Selection and offer employment letter : This is the last step, in which selected
candidates in interview are given offer letter which consist of all the details relating to
specific job position (Wilkinson, and Dundon, 2021).
Conclusion
From the above, it can be concluded that there can be certain functions of human resource
management within an organisation which helps them in achievement of goals and objectives.
This leads to growth and productivity of organisation. They have to perform certain roles like
recruiting, selecting, training methods in order to motivate employees. Employee motivation
results in increasing employee engagement which helps in meeting organisational objectives.
11

References
Books and journals
Ahmed, S., Bashir, A. and Qureshi, M.A., Effectiveness of Leadership Behaviors in High Power
Distance Communities: A Study of Large Scale Enterprises.
Dundon, T. and Gollan, P., Implications of the EU Information and Consultation Directive and
the Regulations in the UK–prospects for the...
Girisha, M.C., DIGITALIZATION OF HUMAN RESOURCE MANAGEMENT IS VALUE
ADDITION TO ORGANIZATION.
Gupta, S.K., 2021. Skill development in Jharkhand: A study of government initiative schemes
towards the same for the youth of the state. Asian Journal of Management, 12(2),
pp.101-110.
Heras, M.L., Rofcanin, Y., Escribano, P.I., Kim, S. and Mayer, M.C., 2021. Family‐supportive
organisational culture, work–family balance satisfaction and government effectiveness:
Evidence from four countries. Human resource management journal, 31(2), pp.454-475.
Mendy, J., 2021. Performance management problem of four small and medium-sized enterprises
(SMEs): towards a performance resolution. Journal of Small Business and Enterprise
Development.
Pahuja, S. and Garg, P., 2021. Evaluating the linkage uniting hr system and competitive
advantage status in private banks. Parikalpana: KIIT Journal of Management, 17(1),
pp.69-86.
Phillips, J.M., Griswold, K.R., Shiverdecker, L.K. and Castellano, W., 2021. Wilkommen,
bienvenue, welcome: language and national culture diversity messages as strategic
recruiting tools for diverse organizations. The International Journal of Human Resource
Management, pp.1-43.
Rajkumar, P.S., 2021. A Comparative Study of Human Resource Management in Public Sector
Banks and Co operative Banks with Special Reference to Latur District.
Riva, F., Magrizos, S. and Rubel, M.R.B., 2021. Investigating the link between managers' green
knowledge and leadership style, and their firms' environmental performance: The
mediation role of green creativity. Business Strategy and the Environment.
Srinivasamurthy, M., 2021. Corporate Social Responsibility (CSR) in the Globalising World.
Jurisperitus-The Law Journal [ISSN 2581-6349], 3(3).
Stor, M. and Haromszeki, Ł., 2021. The Central European Perspective on Managerial Staff
Development Practices in Local Subsidiaries of MNCs Operating in Eastern and
Western Europe. In Eurasian Business and Economics Perspectives (pp. 225-247).
Springer, Cham.
Uluslu, U.İ.K.Y.Ç. and Bir, Ş.A.Ö.İ., 2021. SMART JOURNAL.
Wilkinson, A. and Dundon, T. eds., 2021. Contemporary human resource management: text and
cases. SAGE.
Yahiaoui, D., Nakhle, S.F. and Farndale, E., 2021. Culture and performance appraisal in
multinational enterprises: Implementing French headquarters' practices in Middle East
and North Africa subsidiaries. Human Resource Management.
Zhang, J.A. and Edgar, F., 2021. HRM systems, employee proactivity and capability in the SME
context. The International Journal of Human Resource Management, pp.1-26.
12