Restructuring of HR Department for Organisational Change - A Case Study of The Body Shop
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This report evaluates the key HR functions of The Body Shop and discusses the restructuring of the HR department as part of organisational change. It also analyzes the purpose and scope of HRM, evaluates the effectiveness of HRM elements, and examines internal and external factors affecting HRM decision-making.
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Student Name:Student Number: ICON COLLEGE OF TECHNOLOGY AND MANAGEMENT Pearson BTEC HND in Business (RQF) Unit 3 Human Resource Management Student Name: Student Number: Assessment Number: Assessment Due Date: Word Count: 1
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Human Resource Management Executive Summary As the newly appointed HR manager , for the organisation termed as the body shop, it is significant that the restructuring of the division is performed as an element of organisational change. There is a need for restructuring the HR department as per the report where in the efficiency of Human Resource role is reviewed for the body shop with the study of the scope as well as responsibility of human resources. In this report the key HR functions of the body shop are evaluated. 2|P a g e
Human Resource Management Table of Contents Executive Summary...............................................................................................................................2 Introduction.......................................................................................................................................4 Overview of the organization............................................................................................................4 LO1: Explain the purpose and scope of Human Resource Management in terms of resourcing in your chosen organisation with talent and skills appropriate to fulfil business objectives.............................5 Purpose and functions of HRM.........................................................................................................5 Key roles and responsibilities of HR function...................................................................................5 The functions of HRM provide talent and skills to fulfil the business objectives..............................7 Strengths and weaknesses of different approaches to recruitment and selection................................7 LO 2: Evaluate the effectiveness of the key elements of Human Resource Management in an organisation...........................................................................................................................................8 Evaluating the effectiveness of different methods used in HRM practices........................................9 LO3: Analyse internal and external factors that affect Human Resource Management decision- making, including employment legislation..........................................................................................11 Analysis of the importance of employee relations in respect to influencing HRM decision- making .........................................................................................................................................................11 Key elements of employment legislation and the impact it has upon HRM decision- making........12 TASK 4 (LO 4): Apply Human Resource Management practices in a work-related context.................13 Job analysis.....................................................................................................................................14 Selection Process.............................................................................................................................14 Job Offer..........................................................................................................................................15 References...........................................................................................................................................17 3|P a g e
Human Resource Management Introduction The leadership is the principal strategy applied by lots of business. It is one of the key strategies which is utilised for managing the staff members. The system of leadership also increases the support for workers concerning acquiring knowledge regarding but they are working upon. And organisational success is reliant upon the performance of the workforce and recruitment together with the process of training which is provided by the HRdepartment. RecruitmentandselectionproceduresarecarriedoutbytheHRdivisionwhenthe appointment and selection of effective staff members is done (Perrewé, 2011). By the competitive labour market, there are many benefits achieved by the organisation. In this report the case study of the body shop has been considered and as a HR manager, the testing of new recruitment and selection procedure has been carried out. There has been restructuring of the department and therefore the review of efficiency of HR function has to be done on the basis of the job and scope of HR and reassessment of the key HR functions in the chosen organisation. Overview of the organization The selected organisation is the Body Shop which is situated in the United Kingdom. It began in Brighton, England in the year 1976 with founder Anita Roddick utilising the vision as a Pioneer to the fair trade in beauty segment(Our Heritage, 2019). There are suppliers situated in over 20 countries all over the world which source the best drawing gradients and traditional skills from all over the world. Urbanisation is all about the beauty goods and it sells the products used for makeup, hair, face products, fragrances and different other items. 4|P a g e
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Human Resource Management LO1 Purpose and functions of HRM Human resource management (HRM) is the function within the business which lays stress on recruitment former management and training of the manpower (Thacker, 2012). In this organisation the key functions of HRM involve HR Research, Development of Human Resource, benefitsand reimbursementfrom setting up relationbetween the staff and organisation development of HR as well as safety and health. In the Body Shop the HR task is regarding the management of issues which are related to the employees of the organisation intermsofhealthbenefits,compensation,hiringpromisesafety,performancefrom motivation and training(Lucas and Grant, 2018). The HRM has a role of helping the staff to have valuable contribution to the overall accomplishment of the business objectives. Key roles and responsibilities of HR function The major functions of the HRM are given below Managerial functions. Workforce planning:it is the significant element of HRM where the organisation will have the capacity of finding out the number of staff required along with the skills needed (Beer, 2017). For every job there is a need for forecasting the demand and supply for the specific time period. Therefore in the Body Shop the inadequacy or excess of the skills for the specific job category is reviewed and then a plan is created for dealing with such shortages of workers (Thebodyshopcareers.com, 2019). Organisation:in this role the HRM has to develop and determine the structure of the business. Direction:HRM has a role to inspire and direct the staff members for accomplishment of business goals(Juul Andersen and Minbaeva, 2013). For this the management has to make proper plans for the career of workers, motivational methods and there has to be maintenance of friendly relationship with the staff. Controlling:It is a function which includes evaluation of activities as per the plans laid area. The HR manager has to evaluate the outcome attained as per the plans laid earlier. Operative functions Recruitment:It is one of the highly challenging jobs for the HR manager. There is a need of lot of resources as well as dedication to draw, employ and recruit the capable 5|P a g e
Human Resource Management staff. For this function, there is a use of huge attempts like creation of a job depiction, publishing of the job post, contacting the potential candidates, interviewing, negotiation of the compensation and providing the job offer (Glassdoor.com, 2019). Training and development:The HR division has to provide constant trainings to the existing staff members as well as the new hires. By training the new hires can be made aware of the goal of the body shop and roll into the organisation. By training the workers are made aware of the key procedures and there get assistance in performing their jobs. Professional development:HRmanager has to assist the staff in growth and development through the arrangement of seminars, trade shows for corporate trainings(O’Brien and Jones, 2014). Finally this would make the staff feel that they are significant part of the business and the management takes good care of them. Performance appraisal:The performance of the staff is evaluated by the HR team. This helps The Body Shop to understand whether the workers which are hired by the organisationarefocusedtowardsthebusinessobjectivesofnot.Byperformance appraisal, the clarity regarding the needs of improvement is also achieved for every staff member. Compensation and benefits:The HR managers plan the compensation part along with different benefits. This would keep the staff contented and motivated. The Body Shop can provide with various benefits such as Insurance, working hours flexibility, educational support, paternal leaves and similar other benefits. Followingofthelegalguidelines:TheHRmanagerhastomakesurethatthe organisationoperatesonthepolicieswhicharecreatedinintegrationwiththe employment laws. This would involve overtime, working conditions, health and safety of staff, minimum wages, working hours, tax allowance, and various other employment laws. Advisory functions Departmental headadvice:The HR division has to assist the departmental heads in terms of Designing the job, describing the job, appraisal, recruiting and selecting (Ko and Ma, 2017). Top management advice:The HR Manager provides advice to the top management with respect to two processes and policies to be created. The management can also get assistance from the HR department in terms of appraisal methods. The functions of HRM provide talent and skills to fulfil the business objectives 6|P a g e
Human Resource Management At The Body Shop the major concern of the HR managers is to make sure appropriate stuffing therefore all of the above functions focused on provision of skill and talent to accomplish the business goals. This would include design of the business structure and defining different contracts on basis of which the staff will operate. It is important to recruit and develop the right individuals and HRM makes sure that the best staffs are recruited. For improving the performance, appropriate level of motivation is provided to the staff along with suitable training (Johnson, 2016). The HR manager also needs to Keep Up the talented and skilled workers therefore for retaining them it can utilise different tools such as promotion, salary increase for flexible benefit (Stone and Coussons-Read, 2011) s. In case the skills or talent is not applied appropriately then it is reflected by the business performance going down. In this case the HR manager can make use of disciplinary strategies Strengths and weaknesses of different approaches to recruitment and selection In terms of the body shop, it is imperative that the applicants fill the application form where in they are also informed about the job title, grade, key rules, reporting lines and key activities. With the recruitment form available on the Internet, the applicants can send their resume in email to the HR department along with the completed form. The HR department post through all the applications and then and all the candidates you seem to be suitable for the vacant position are called further for the selection process(Müller, 2012). This means all the applications which are not suitable get rejected on the basis of their resume. This is a complex and time consuming process. In this recruitment process, the strength is the cost effectiveness and saving of energy in the next stages. The selection process of the body shop also possesses the benefit that every new recruit is provided training into three phases. Each phase is one step additional for the career of the worker. However there is a weakness to this selection process because there are possibilities that the HR department results and suitable candidate. Yet in the body shop there is a robust selection process because the past experience of the workers is also considered to understand their skills and talent. 7|P a g e
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Human Resource Management LO 2: The HRM is a tool which is used by the staff as well as employer of the body shop to control the business activities and enhance its performance. The common performance done at The Body Shop are hiring, compensating, training, dealing with staff benefits as well as firing. The effectiveness of job and workplace design in addition to reward system The job and workplace design along with the reward system at the body shop would help in: -Enhancing the productivity, -improving the attendance, -improving employee retention, -improving employee morale(Schermerhorn, 2011). Efficacy of flexible working options and flexible organisation The newly applied flexible working system at the body shop has helped in strengthening the dedication of staff members along with motivating them to deal with situation which might be unsafe for the organisation. This means the flexibility in the organisation has motivated the staff members of the body shop. The effectiveness of training and its requirements The development and training are important aspects which are necessary for Supreme functioning of the HR(McLean, 2015). Training and development act as the integral activities for The Body Shop. These involve: -induction training, -apprenticeship training, -on-the-job training, -vestibule training, -Refresher training. The training at Body Shop is one of the cheif elements which help the staff in improving the level of competency. The staff efficiency is enhanced with additional benefit of keeping them focused on their jobs. At the body shop, accountability is assured by evaluating the staff members post their training. The feedback is taken for the trainer, burns the procedure of training is complete. The cost competence of the training programs is monitored regularly Evaluating the effectiveness of different methods used in HRM practices Handy Shamrock’s management theory indicates that the primary leaf shows multi-skilled team involving managers, technicians and experts who would basically be carrying out the 8|P a g e
Human Resource Management trae effectively. The subsequent leaf is the contractual perimeter as non-central actions would getcontractedtothosebusinesseslikethebodyshopwhichfocusesonefficient communication (Aniset al.2013). The 3rdleaf is the flexible staff that would include the seasonal, impermanent and part time employees. The image has been provided below: Handy Flexibility ModelAtkinson’s Flexibility Model Source:(Lidwell, Butler and Holden, 2015)Source: (Abdulkader and Laugharne, 2016) As per the given two models, the HRM has been useful for Body Shop as it was capable of raising the organizational profits and efficiency. Once the HRM was implemented in the business, the organisational profits have improved with respect to: Innovation and high performance staff:Organisation’s HRM practices support the innovation and staff is motivated in using better facilities. This brings more productivity and enhancement of profits(Williams, Abbott and Heery, 2010). Successful direction and implementation:The Body Shop in recruitment of capable management which can add to the productivity of the organisation. Effective reward orientation:In the organisation the monetary rewards are directly linked to the performances and therefore workers get easily motivated and consider their job in a serious manner. Sharing and collaboration:The HRM practices the organisation in collaborating with outsiders and there is possibility of sharing innovative ideas. This leads to improvement in productivity of the employees(Herholdt., 2012). Updation of skills of workers:Since there is lot of competition therefore the Body Shop has to certify that the skills of workers that constantly updated find the manager has to 9|P a g e
Human Resource Management recognise the improvement parameters amongst the purpose and help them in performing to their optimal capacities. 10|P a g e
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Human Resource Management LO3: Analysis of the importance of employee relations in respect to influencing HRM decision- making The employees working in the organisation have some relation with the Peer groups on the managers. The healthy employee relation is to be maintained for the company to be successful. In case the employee relations are strong then there would be high efficiency and workers will be satisfied(Schalk, Timmerman and den Heuvel, 2013). The employee relations are valuable to resolve the conflicting problems which might evolve amongst the staff members. The great employee relations bring positivity amongst the staff members and they like to be part of the organisation. Therefore employee relation can be described as the approach in which the management addresses, interacts and deals with every worker. Maintenance of a better relation will help in reduction in any kind of conflicts at the workplace and the moral of the staff members will be enhanced. At The Body Shop, various approaches utilised for improving the employee relations are given below: Better communication:By maintaining correct hierarchy, the management ensure that every employee has access to each level in order that we can have a feeling of preference along with an important inside the organisation(Ivancevich and Konopaske, 2013). Career development:The Body Shop has applied various roles to enhance career development of the workers and therefore it has also lead to decrease in the employee turnover. Vision sharing:To make each worker feel special, the Body Shop shares its plan regarding the organisation with all staff members. These strategies utilised by the organisation in creating and enhancing employee relations as well as engagement are: Utilising the survey which is appropriate to evaluate the employee engagement, Laying stress on the employee engagement at business and local levels, choice of the right managers(Yang and Ciou, 2010), training the managers and also holding them responsible for maintenance of staff engagement, Defining the employee relation and engagement goals in daily terms. 11|P a g e
Human Resource Management Key elements of employment legislation and the impact it has upon HRM decision- making The employment legislation is all the laws which are to be applied to any working place. The laws have effect on unions, employee employer, and management of the organisation (Kocherlakota, 2015). All these parties which are impacted by the employment law have to abide by the terms and conditions. Some of the applicable laws in case of the body shop are: Workplace equality:At present the law was set up for the working conditions which allow the employees to work in the environment which does not have any type of buyers in itself(Wu and Cheng, 2016). Fair working hours and wages:This employment law has been applied for correction of the working hour’s conditions and wages. At The Body Shop there has been application of safer work conditions where all of the workers are given complete rights to show the employer in case any unsafe conditions are observed. The law of purpose of employment:This law was implemented when industrialisation was expanded globally. This term brought huge amendment to the countries. . The sex discrimination act of 1995 and 1997:As per this act men and women are equal in terms of marital status, Gender and sex(Stranks, 2005). The organisations do not have to discriminate on give any and fair treatment to any individual in comparison to other individuals in the same situation. In case the organisation does any and fair treatment then it is termed as discrimination. There are chances of sexual harassment taking place at the workplace therefore the shop has to abide by this law to avoid such Problems. Employment rights act of 1996:This act makes sure that the organisations of the United Kingdom provide right employment and the rights of the workers are fulfilled(Ngwena, 2007). In the year 1997 there was addition of flexible work timings. Equal pay Act 1970:As per this act the discrimination cannot be there in terms of salaries. In case any two individuals work at the same position, at the same location and are doing the same tasks at the body shop then there cannot be any discrimination among them on terms of the salaries(Miles, 2015). 12|P a g e
Human Resource Management TASK 4 (LO 4): Apply Human Resource Management practices in a work-related context The testing of the new recruitment and selection procedure has to be done. In this case the job specification has been designed along with the job offer and evaluation of the procedure. TheapplicationpackageutilisedforunderstandingtheusageofHRMpracticesfor recruitmentandselectionandthechosenpositionforjobadvertisementiscustomer relationshipmanager for which application pack is created. Needed Customer Relationship Manager at The Body Shop Job Profile: Customer Relationship Manager Educational Qualification: Bachelor's Degree in customer Management or customer services or allied field; Thorough knowledge of MS Excel, Word, PowerPoint. Key Responsibilities: Improvement in the Customer Experience Taking Ownership to resolve customer queries Know the requirements of clients and assist the business in accomplishment of its goals and mission Managing the customer servicing team Appraise the statistics and form dependable organizational reports Job Description: We need a proficient and experienced Customer Service Manager who will contribute towards relationship building as well as great customer service experience Nature of Job: Permanent Hours of Operation: As per business standards Salary: Not disclosed Email address:145335@thebodyshop.com The above job advert shows the vacancy for the profile of the customer relationship manager. The recruitment process has been listed along with the design made to attract the suitable candidates. 13|P a g e
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Human Resource Management Job analysis JOB DESCRIPTION Job title:customer relationship manager. The job will be formed from the retail outlet of the body shop. The opportunity for working at any outlet of the body shop. It is expected that manager demonstrates a professional behaviour. The patience is the key to deal with customers. for resolving the queries of customers A little travel is possible two different locations. JOB SPECIFICATION Job title:Customer relationship manager. Reporting to:Senior customer relationship manager Accountable for:assigning the jobs to subordinates. Qualification:past experience in face to face dealing with the customers. The special training in to Customer services or customer relations would be an added advantage. Experience:The previous experience in to customer relationship building with reputed business for or minimum one year. Desiredskills:problemsolvingskills,patience,communicationskillsandleadership attributes. With the above job analysis, the role of the specific job could be understood(Reitz, 2014). That description contains the tasks which have to be carried out and job specification includes the personal requirements that at the individual needs to fulfil. Selection Process Bulk applications posted on webpage, Resume sent by hand to the stores of Body Shop, Review and scan of the CVs digital screening of the online filled application forms, Personal Interview Getting in touch with the selected candidates, 14|P a g e
Human Resource Management review and pre-employment test, medical tests, background check, final round of interview, Job offered Job Offer Your name Company name Street address. City. Zip code. Name. Street address. City. Zip code. The employee name, We are pleased to confirm that you have been selected for work for the body shop at ....... location as the customer relationship manager. Joining date will be decided on the approval of the offer. As the customer relationship manager you will be responsible for the following. Job duties and responsibilities Improvement in the Customer Experience Taking Ownership to resolve customer queries Know therequirements of clients and assist the business in accomplishment of its goals and mission Managing the customer servicing team Appraise the statistics and form dependable organizational reports The contract includes: Job Profile: Customer Relationship Manager Reporting to:Senior customer relationship manager Accountable for:assigning the jobs to subordinates. Basic salary: Working hours: 15|P a g e
Human Resource Management Vacations: Compensation and benefits: We are delighted to send you this offer for approval and signature so that the suitable date can be fixed. Please make sure that you respond to us in next 3 working days. We look forward to you joining our organization so that we can work together Sincerely (Job offer sender) The body Shop Conclusion TheassignmenthasbeencreatedtounderstandthesignificanceoftheHRforthe organisation. In this case The Body Shop has been taken point the management has the responsibility to look into the problems and issues of the staff and there have to be necessary steps taken to resolve those problems. The choice of the workforce has to be done by different selection methods. In this report the different HRM practices have been discussed along with the examples with the help of the real life scenario of recruitment and selection at the body shop. 16|P a g e
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Human Resource Management References Abdulkader, A. and Laugharne, J., 2016. An Examination of University Students’ Uses of English and Arabic in One Syrian Higher Education Setting, Drawing on Atkinson’s (2004) Model of Overlapping Cultures.English Linguistics Research, 5(3). Beer, M. (2017) Developing strategic human resource theory and making a difference: An action science perspective,Human Resource Management Review. Glassdoor.com(2019),Glassdoor.com.Available from:https://www.glassdoor.com/Reviews/The-Body-Shop-Reviews-E3518.htm[Accessed 16 May 2019]. Herholdt., 2012.People Management Strategy in Organisations. Knowres Publishing. Ivancevich, J. and Konopaske, R., 2013.Human resource management. New York, NY: McGraw-Hill Irwin. Johnson, J. (2016) Evidence-Based Professional Development Practice,Journal For Nurses In Professional Development, 32 (4), pp. 219-220. Juul Andersen, T. and Minbaeva, D. (2013) The Role of Human Resource Management in Strategy Making,Human Resource Management, 52 (5), pp. 809-827. Ko, Y. and Ma, L. (2017) Forming a firm innovation strategy through commitment-based human resource management,The International Journal Of Human Resource Management, pp. 1-25. Kocherlakota,S.,2015.EmployeeCommitment:AGiantLeapinEmployee Engagement.OPUS: HR Journal, 6(1). Lidwell, W., Butler, J. and Holden, K., 2015.The pocket universal principles of design. Beverly, MA: Rockport Publishers. Lucas, M. and Grant, J. (2018)Strategic Human Resource Management. Hauppauge: Nova Science Publishers, Inc. McLean, G. (2015) Examining approaches to HR evaluation: The strengths and weaknesses of popular measurement methods,Strategic HR Review, 4 (2), pp. 24-27. 17|P a g e
Human Resource Management Miles, G., 2015. From Equality to Equity: The Pursuit of Pay Equity under the Equal Pay Act 1972.SSRN Electronic Journal. Müller, M. (2012)The legal side of HR practice. [Place of publication not identified]: American Management Association. Ngwena, C., 2007. Deconstructing the Definition of ‘Disability’ Under the Employment Equity Act: Legal Deconstruction.South African Journal on Human Rights, 23(1), pp.116- 156. O’Brien, J. and Jones, K. (2014) Professional learning or professional development? Or continuingprofessionallearninganddevelopment?Changingterminology,policyand practice,Professional Development In Education, 40 (5), pp. 683-687. Our Heritage, 2019.Our Heritage | The Body Shop®. [online] Thebodyshop.com. Available from: https://www.thebodyshop.com/en-ca/about-us/our-heritage [Accessed 16 May 2019]. Perrewé, P. (2011) The role of personality in human resource management,Human Resource Management Review, 21 (4), pp. 257. Reitz, O., 2014. Job Embeddedness: A Concept Analysis.Nursing Forum, 49(3), pp.159-166. Schalk, R., Timmerman, V. and den Heuvel, S., 2013. How strategic considerations influence decision making on e-HRM applications.Human Resource Management Review, 23(1), pp.84-92. Schermerhorn, J. (2011)Exploring management. Hoboken, N.J.: Wiley. Stone, T. and Coussons-Read, M. (2011)Leading from the middle. Lanham, Md.: Rowman & Littlefield Publishers. Stranks, J., 2005.Health and safety law. Harlow: Pearson/Prentice Hall. Thacker,R.(2012)IntroductiontospecialissueonHumanResourceManagement certification,Human Resource Management Review, 22 (4), pp. 245. Thebodyshopcareers.com(2019)WorkingAtTheBodyShop|TheBodyShop Careers,Thebodyshopcareers.com.Available from:https://www.thebodyshopcareers.com/en/working-at-the-body-shop[Accessed 16 May 2019]. 18|P a g e
Human Resource Management Williams, S., Abbott, B. and Heery, E., 2010. Civil regulation and HRM: the impact of civil societyorganisationsonthepoliciesandpracticesofemployers.HumanResource Management Journal, 21(1), pp.45-59. Wu, R. and Cheng, X., 2016. Gender equality in the workplace: The effect of gender equality on productivity growth among the Chilean manufacturers.The Journal of Developing Areas, 50(1), pp.257-274. Yang, C. and Ciou, C., 2010. Image secret sharing method with two-decoding-options: Lossless recovery and previewing capability.Image and Vision Computing, 28(12), pp.1600- 1610. 19|P a g e