Managing People Report: HR in CIPD and H&M Resourcing

This report provides a comprehensive analysis of managing people within an organization, focusing on the role of Human Resource (HR) professionals. It begins by exploring the responsibilities and significance of an HR professional in the context of the CIPD (Chartered Institute of Personnel and Development) profession map, emphasizing the importance of recruitment, selection, and employee management. The report then shifts its focus to Hennes & Mauritz (H&M), a leading apparel retail organization, and examines its objectives within resourcing practices. It highlights the HR function's accountability in delivering resource planning, recruitment, and selection strategies to meet the company's human resource needs. The report emphasizes the importance of aligning HR practices with business objectives to ensure organizational success. It also provides a detailed overview of the stages involved in resource planning, including analyzing current workforce supply, forecasting demand, and managing employee needs to support business aims. Furthermore, the report explores the role of recruitment and selection processes in hiring skilled applicants, strengthening the workforce, and enhancing employer brand, ultimately contributing to H&M's competitive advantage and profitability.

MANAGING PEOPLE
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Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
Means to be a human resource professional in context of CIPD profession map..................3
TASK 2............................................................................................................................................4
H&M objectives within resourcing practise that function of HR is accountable for providing
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CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7
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INTRODUCTION
Managing people or workers at workplace is one of the biggest responsibilities of human
resource management for which they can use different approaches and techniques within a
company. The current study will be based on Hennes and Mauritz, which falls under category of
leading apparel retail organizations in the world. This study will divided into two tasks, task one
will explain or evaluate what it means to be a human resource professional in reference to CIPD
profession map. Furthermore, in this report task two will justify chosen company objectives
within resourcing acts that HR function is accountable for delivering.
TASK 1
Means to be a human resource professional in context of CIPD profession map
HR professional is experience person or individual who is accountable for several
activities relate to human capital such as recruitment, selection, screening and placing employees
in H&M. Human resource professionals means be manage overall performance of existing and
new employees within chosen brand, which is quite important and useful (Amarakoon and et.al.,
2019). He or she is employee recruited to be advocate of management and workers. It can be the
one whom develops, organize, maintains, establishes and manages organization policies to assure
advantages of their staff members and employer as well within UK Labour laws and best
practices. HR professional within Hennes & Mauritz firm melds individual worker abilities into
selected enterprise by helping to describe and develop its business capabilities. HR professional
means to carry out each activity relate to employees (Armstrong and Mitchell, 2019).
The above term is responsible for many things as it play vital role in regard to CIPD
profession map. It is an interactive set of principles that guide those who perform in human
resource to be improving and developing the whole world of work. HR professional could use
this concept in effective as well as systematic manner because it enables them to obtain
appropriate guidance through a number of professional standards that could leads to excellent
decision in organizational situations. Each of these principles contributes to guide workers,
H&M and its management as a whole towards effectively handling whatever current and further
has in organization or business environment. CIPD profession map is one of the best tools that
create by profession to measure important areas in human resource at each phase and there on
gives a clear way to create business and applicants (CIPD Profession Map, 2020). HR
professional in order to manage their functions and accountabilities can use this profession
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pathway which makes them capable to learn new skills, abilities, gain knowledge about
employment policies & laws and behaviours require for further success. With this help to this
map, human resource management adds effective sustained values to H&M it operates in,
recently and in the future. CIPD profession map is beneficial for company and HR professional
as well as it defines greatest standards of professional ability to deliver sustained performance of
business (Harrison and et.al., 2020). It describes four key levels of competences in context of
human resource professional that can assist them develop profession development plan and
accomplish needs for CIPD membership.
TASK 2
H&M objectives within resourcing practise that function of HR is accountable for providing
Resourcing can be describe as a part of professional and development which concentrates
on selection and release of individuals from H&M as well as manager performance and potential
whilst employed by firm (Zhuravska, 2019). Employee resourcing comprises a number of
important human resource activities, including hiring & selection and resource planning that
govern by HR management and its team member within chosen company.
Hennes and Mauritz is included in list of well known apparel brands in the world as it
produce and sell quality as well as fashionable products to target customers which make its
business more popular in the entire universe and allow its management to gain attention of new
consumers. Organization has operated 5,076 numbers of stores worldwide successfully which
generate more revenue than last few years. It is possible just because of human resource
professional practices and activities in context of resourcing which make firm able to sever or
delivery products at international level.
H&M brand set clear goals and objectives within resourcing acts that HR manager and its
function is accountable for providing. Its first objective is to forecast further needs of human
resources having different degree of skills. It relates specific resourcing activity and that is
planning for which HR team is responsible.
Resource planning, can be defined as continuous procedure of effective planning ahead
to reach optimum utilize of H&M most important asset and that is workers (Bombiak and
Marciniuk-Kluska, 2019). HR function is accountable for this resourcing activity in term of
assuring the best match between workers jobs while neglecting surpluses and staff shortages.
Human resources manager is responsible to analyse current and further needs of functional and
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operational department relate to staffs member, which enable them to conducting particular
activity which is above one. The overall procedure comprises four essential stages that help HR
unit to deliver its best which is beneficial for company in term of increasing its productivity,
performance and profitability as well. It include analysing current workers supply, forecasting
his or her demand, managing projected employee needs with supply and last one is supporting
business aims which is actually very significant to do as mandatory practice.
HR professional of H&M is responsible to achieve above set objectives by conducting
this practice as it is one of its accountability and essential elements that influence entire growth
and success of chosen company (Kushwaha, Yadav and Prasad, 2018). This act is usually
developed by human resource manager in consultation with other members of top authority as
well as corporate heads in systematic manner. Resource planning can consider as effective tactic
adopt by HRM within H&M in order to maintain and systematically balance steady stream of
skilled workers. It permits firm and human resource management to plan ahead so they could
work or operate its business within fashion industry for longer period of time by giving tough
competition to rivals, who has operated in similar sector from long term ago.
Recruitment and selection- Human resource department within H&M brand is
accountable for delivering different things such as resource planning and other as well like
hiring. Company objective is to be competitive while operate at global level with skilled
applicants who are able to work in complex situations for example, intense pressure due to
competitive environment. In order to achieve this aim, HR section can use particular resourcing
act or tactic that is recruitment. It is one of the best procedures that actively finding out, seeking
and recruiting workers for a particular job or vacancy within Hennes and Mauritz. It includes
overall hiring procedure from inception to single person recruit’s integration into selected firm. It
can recognize as positive process of finding for prospective and productive workers (Kirya,
2020). In context of this activity, human resource management is accountable to manage
everything according to need and demand of firm. HRM is responsible to oversee entire process
of hiring people who can work within chosen company even better. In the world of business,
there are different types of approaches and methods are available that human resource manager
can utilize in order to hire right workers who can boost productivity and performance of H&M.
Recruitment as resourcing activity bring a lot of advantages for chosen brand in term of
strengthen its business to develop further plan and strategies in term of business expansion
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because it allow manager to hire knowledgeable people who have right skills and appropriate
talent which he or she can utilize to achieve set objectives and aims of business. It is one of the
most essential and beneficial functions of HRM for they use suitable sources like employee
referrals, promotions, external advertisements or job posting etc (Lemmetty and et,al., 2020). By
conducting this activity, human resource management can strengthen existing workforce within
H&M and allow leaders to lead a team of new applicants who needs their guidance and
directions in systematic manner.
With this activity HR management can increase profitability of H&M and permit it to
sustain business at global level without making any issues. HR function is accountable to deliver
and provide skilled workforce which in return improve performance of venture and its
productivity. Furthermore, along with above benefits, recruitment process enhance employer
brand and increase capability of company to achieve it’s define aims and gain competitive
advantages. Hiring reduces time of HRM in regard to train existing teams of workers in order to
increase his or her skills even better (Bozionelos, Lin and Lee, 2020). By recruiting new
employees, human resource management can help firm to gain desire outcomes in form of be
competitive and beat competitors by working or performing even better.
Selection is other term that define process of selecting new or existing workers for
specific position within H&M, which increase operational efficiency of firm and boost its
performance while operate in fashion industry. It is a procedure of determining right candidate
for filling positions in chosen apparel brand. Applicant selection is resourcing activity for which
human resource manager is accountable to delivery to company, it could consider as process of
matching business requirements with qualifications and skills of each worker. Just like above
activity, selection process also comprise different forms of methods through which employee
selection is accomplish (Stachová and et.al., 2019). It is activity of selecting qualified and
applicable person by human resource management & team who can effectively and productively
do his or her role and deliver important contribution to H&M.
Employee selection activity should depend on job analysis which can conducted by
HRM, it assures that overall criteria are specific role related and it cater meaningful and useful
organizational value. The overall act is comprise 6 key stages such as job reviewing applications,
interviewing, screening applicants, final selection, testing and making offer. H&M objective in
context of this practice of HR function is to select people among existing new employees or from
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outside of venture. It can be analysed that selection process is beneficial for organization because
it is cost effective and can reduces a lot of efforts and time of HRM while considering internal
recruitment approaches. By conducting this practice human resource manager gain several
benefits in term of selecting workers from strong pool of people who have right ability,
competencies and other skills. This approach support manager to avoid any biasing while hiring
right applicants. It helps to identify productive candidate at workplace who conduct hard work
and efforts for accomplish daily task and achieving set aims of H&M.
Furthermore, all two resourcing activities bring useful and beneficial support for HRM
and company as well, by conducting these practices firm human resource management delivery
helpful things. In additional, selection and recruitment process develop a productive teams or
groups of workers who could help in gaining all benefits to organization and allow it to be
productive for longer period of time. Moreover, through these activities company could deliver
quality products and services to target market which is also beneficial in term of increasing
customer base and profits margin as well as sales level.
CONCLUSION
By summing up above discussion, it has been summarized that human resource
professional by following the principles and values describe in CIPD profession map has gained
benefits in term of managing business standards and enhance its performance level even better.
Furthermore, it has been identified that by making plans and strategies of employee resourcing
HR management has successfully analyse current and in future needs of chosen company relate
to human resource. It has been summarized that by using internal and external recruitment and
selection approaches HRM and its team members hire and select talented and skilled workers
which in return increased productivity level of H&M.
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REFERENCES
Book and Journals
Amarakoon, U and et.al., 2019. Entrepreneurial behaviour: a new perspective on the role of the
HR professional. Personnel Review.
Armstrong, S. and Mitchell, B., 2019. The essential HR handbook: A quick and handy resource
for any manager or HR professional. Red Wheel/Weiser.
Bombiak, E. and Marciniuk-Kluska, A., 2019. Socially responsible human resource management
as a concept of fostering sustainable organization-building: Experiences of young polish
companies. Sustainability. 11(4). p.1044.
Bozionelos, N., Lin, C.H. and Lee, K.Y., 2020. Enhancing the sustainability of employees'
careers through training: The roles of career actors' openness and of supervisor
support. Journal of Vocational Behavior. 117. p.103333.
Harrison, P and et.al., 2020. HRD professional education provision in the UK: past, present and
future. Human Resource Development International. pp.1-19.
Kirya, M.T., 2020. Promoting anti-corruption, transparency and accountability in the recruitment
and promotion of health workers to safeguard health outcomes. Global Health Action.
13(sup1). p.1701326.
Kushwaha, P., Yadav, P. and Prasad, J., 2018. Impact of enterprise resource planning on human
resource management in automobile sector: Statistical analysis. Journal of Statistics and
Management Systems. 21(4). pp.601-615.
Lemmetty, S and et,al., 2020. Conflicts related to Human Resource Management in Finnish
Project-Based Companies. Nordic Journal of Working Life Studies.
Stachová, K and et.al., 2019. An effective selection process is the key to quality job positions
occupation conditional for long-term competitiveness. Production Engineering
Archives. 24(24). pp.5-9.
Zhuravska, N., 2019. The Employee Resourcing of Human Resources Management: A
Comparative Aspect. Comparative Professional Pedagogy. 9(3). pp.1-7.
Online
CIPD Profession Map. 2020. [Online]. Available Through: < https://www.dpgplc.co.uk/cipd-
professions-for-the-future-profession-map/>
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