Unit 3: Human Resource Management.

Unit 3: Human
Resource Management

Table of Contents
INTRODUCTION ..........................................................................................................................4
TASK 1............................................................................................................................................4
P1 Purpose & functions of HRM that applicable to the workforce planning & resourcing .......4
P2 Strengths & weaknesses of various approaches to recruitment & selection..........................6
TASK 2............................................................................................................................................9
P3 Benefits of various HRM practices within an organisation for both the employer &
employee......................................................................................................................................9
P4 Evaluate the effectiveness of various HRM practices in terms of raising organisational
profit & productivity..................................................................................................................11
TASK 3..........................................................................................................................................11
P5 Importance of employee relations in respect to influencing HRM decisions.......................11
P6 Key elements of employment legislation & the impact it has upon HRM decision-making.
....................................................................................................................................................12
TASK 4 .........................................................................................................................................13
P7 Illustrate the application of HRM practices in a work-related context, using specific
example......................................................................................................................................13
CONCLUSION .............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Every organisation needs an appropriate strategy that can help to maintain the regular
operation in an organisation. There are various departments in each and every organisation and
every department play an essential role to gain the success but it is analysed that without HR
department, all the day to day activities of the organisation affected adversarial. Human resource
department is responsible to manage all the activities related to the employees so that they can
easily perform in an effective manner. HR department can follow effect practices of human
resource management which can help to manage all whole structure of organisation. HR M
include many activities such as recruitment, selection, orientation, training, development,
compensation and job analysis of the employees. To analyse the Human resource management
functions and practices, Debenhams organisation is considering, which is most popular
multinational British retailer organisation that established in 1778 and founded by William
Debenhams and the headquarter of this organisation situated in Oxford Street, London. There are
more than 25000 employees are working and this organisation provide many products related to
fashion cloths, accessories, shoes, cosmetics and home and furniture etc. the main aim of this
report is to discuss about the purpose and functions of HRM and also identify the strength and
weaknesses of the recruitment and selection approach. Moreover, this report will determine the
benefits of various HRM practices and key elements of employment legislation.
TASK 1
P1 Purpose & functions of HRM that applicable to the workforce planning & resourcing
Human resource is important for the development of the organisation and it can help to
maintain the manpower related electricity’s. With the help of HRM functions, HR manager can
easily balance organisational structure in an appropriate manner. HRM functions are pay a
prominent role to accomplish the task within an organisation (Bringezu and Bleischwitz, 2017).
Workforce planning is considering as a process that can aid to analyse, forecasting,
demand and supply, and also useful in determine the practices related to the talent management
and also ensure that HR manager can hire right candidates for the job as per the right skills for
the right place at the right time. Debenhams company HR manager mainly concerned about the

functions of HRM and also consider the purpose of HRM. The description of function and their
purpose in context of Debenhams are given below-
Managerial Functions Planning – This function contains as a first basic function that can help to plan all the
day to day task so that manager of the organisation can plan all the employees and
organisational related activities in an effectively (Cole and Kelly, 2016). Organising – This is also considered the main and essential function that can help to
maintain all the effective strategies in a right organising way. Manager can adopt various
strategies that can help to implementation of all the plans.
 Controlling – This function can help to monitor and control all the operation in a right
manner. HR manager is responsible to control all the operations inside the organisation
and also help to monitor each and every employee of all the department.
Operative Functions Procurement - This function contains various HR practices like job analysis, HR
planning, recruitment and selection, transfer, promotion etc. HR manager of the
organisation can consider all these functions so that manager can effectively recruit and
select right candidate with the help of HR planning. Manager of the Debenhams also
responsible to transfer and promotional activities (De Massis, et. al., 2018). Compensation - This is also most crucial function that can help to analyse the
performance of the employees and on the basis of employee’s performance manager can
provide them compensation. this function includes many elements like wages and salary,
bonus and incentives and payroll. All these elements are essential and help to motivate
employees effectively.
 Development – This function can consider various factors like performance appraisal,
training and development and career planning & development etc. with the help of this
HRM function, manager of the Debenhams can evaluate the performance of their
employees and on the basis of this manager can provide their effective training and
development sessions so that all the employees can consider their future planning (Deyo,
2019).
Purpose of HRM at Debenhams

There are many specific purpose of the HRM in context of Debenhams which are discussed
below-
 The prime purpose of HRM is that it can help to manage the each and every task
effectively so that all the employees can provide their best support to accomplish the
task.
 The main purpose of HRM is to focus on job design and analysis so that HR manager
can hire high talent employees so that they can retain for the long duration.
 HRM also responsible for recruitment and selection process so that manager can
select the right person who are interested for the job.
 HRM is also focus on the development of the employees so through performance
appraisal and performance management, manager can easily evaluate the performance
of employees and then provide them various facilities and incentives.
P2 Strengths & weaknesses of various approaches to recruitment & selection.
Human resource department is responsible for to appointment of employees and also
prepare an effective strategy so that HR manager can easily maintain the whole process of
recruitment and selection (Jermsittiparsert, et. al., 2019). There are various strengths and
weakness of recruitment and selection approach that is considered by the Debenhams which are
discussed below-
Recruitment Approach
Recruitment approach can help the organisation to consider and hire those employees
who are actually interested for the job role. HR manager can prepare effective application and
mention the roles and responsibilities related to the required vacant job role so that interested
candidate can apply easily. Recruitment approach are two types like internal and external and the
discussion of both internal and external recruitment are given below-
Internal Recruitment
Internal Recruitment can help to boost the morale of the employees and also help to
motivate them. With the help of internal recruitment, HR manager can hire most skilled and
talented employees. In context of Debenhams, transfer and promotion method are useful to refill
the vacant job position.

 Transfer – This method is responsible to transfer and replace the employees from one
place to another place so that those employees who want to do job their native place then
they can use this method. This internal recruitment can provide the job satisfaction to the
employees (Kanki, 2019).
 Promotion – This internal recruitment considers the most effective internal recruitment
techniques that can help to motivate employees. Promotion method is all about promote
the most talented employees in the superior post so that other employees will motivate
and perform their job effectively.
Strength & Weakness of Internal Recruitment
Strength Weakness
 Internal recruitment considers as the cost
friendly technique that is mainly used by the
Debenhams so that organisation can fill the
vacant position easily.
 This type of recruitment ensures the short
on-boarding time because existing employees
are already familiar with the working
condition of the organisation (Kim and Hyun,
2017).
 The main drawback of internal
recruitment is that it can create
conflict and dispute among
employees.
 There is limited consideration
because, organisation can process
only existing employees so that is
lack of fresh talent and idea.
External Recruitment
This recruitment can help to hire fresh talent so that manager can easily develop the
organisational image. This type of recruitment can provide opportunity to those employees who
really need job. Debenhams HR manager can consider this recruitment approach so that
organisation can get potential and interest employees (Madera and et. al., 2017).
 Employment Agencies – This method come under the external recruitment that can act
like a third part and middleman that can provide potential & skilled employees in a short
period of time. Debenhams can coordinate with the middleman and pay them commission
so that organisation can hire high talented employees.

 Campus Hiring – This is a most adequate method of external recruitment that can help
to hire the employees is bulk form so that organisation can recruit large number of
employees at a single place. Debenhams also consider campus hiring and appoint lot
many fresh and interested candidates.
Strength & Weakness of External Recruitment
Strength Weakness
 External recruitment can pool out
various new talent with new skills and
ideas.
 This type of recruitment considers the
less dispute and conflicts because
employees are unknown.
 It is very time taking approach and very
expensive.
 Debenhams manager require to spend
more time and efforts then they can
recruit high quality employees.
Selection Process
Selection is the prominent approach that can help to choose the right and most
appropriate candidate for the job role. With the help of this process, manager of the Debenhams
can appoint the right talented candidate for the right job. There are various types of selection
process which are discussed below- Online Test - This method contains as the most appropriate and useful process of
selection and used by the each and every organisation. Through online test, HR manager
can easily determine the skills and potential of candidate than can help to select the
employees for the job (Mao and et. al., 2016).
 Interview – This is also considered the useful method for the selection. This is also
known as interpersonal method that can easily help to select those employees who have
knowledge and skills of the vacant job position. Debenhams mainly use this selection
method to appoint the employees.

Strength & Weakness of Selection
Strength Weakness
 This method contains direct and face to
face interaction with the employees and
generalise the right talent of the
candidate through consider the
cognitive aspect.
 Online test can help to test the basic
knowledge and skills and also help to
identify the interest of the candidate.
 Selection process consider as costly and
intensive process.
 This method can enhance the risk of the
biasness in selection process.
TASK 2
P3 Benefits of various HRM practices within an organisation for both the employer & employee
Human Resource Management can consider various types of HRM practices that can help to
maintain the regular operation in the organisation. Debenhams organisation can use appropriate
HRM practices so that company can maintain the all the activities related to the employees and
employer HRM Practices are prominent and also provide numerous benefits to the employers
and employees both (Matthysen and Harris, 2018).
HRM Practices Benefits to Employer Benefits to Employee
Recruitment and
Selection Process
With the help of recruitment and
selection, Debenhams can easily fill the
vacant position and obtain the high
level of productivity for the
organisation. As per the concept of
internal recruitment, Debenhams can
hire high talent employees and so that
This process is equally crucial for
the employees because they can
easily take advantage of transfer
and promotion. Transfer and
promotion can be the good source
that can provide the job
satisfaction to the employees.

they can retain more and external
recruitment can help to hire the new
talent with new ideas. Manager can
select good effective candidate so that
they can build strong relation with the
customers and employers.
Debenhams HR manager can
recruit employees and also
provide them job security and
flexibility for working.
Training and
Development
Debenhams mainly focus on training
process because if all the employees are
perfectly trained then they can easily
create good connection with the
employers and effectively satisfy all
queries and doubts of the employers.
With the help of development,
employees can improve their skills and
knowledge as per the latest trends so
that they can full fill all the
expectations of the employer (Scholz,
2016).
To give the training is considering
the primary responsibility for the
manager so that they can help the
employees to know about their job
role and duties more. Debenhams
manager can provide training and
development sessions to their
employee’s time to time so that
they can easily maintain their
performance and productivity.
Compensation It is a fact that motivated employees
always beneficial for the organisation
that’s why Debenhams provide time to
time compensation and other benefits to
their employees so that become
motivate and happy and create good
engagement with the employers and
other customers so that employer also
feels comfortable with them and share
their problem.
Debenhams provide many
benefits, incentives and good
compensation to their employees
so that all the employees work
effectively. Compensation can
help to boost the productivity and
efficiency level and also help
them to perform their job in a best
manner.

P4 Evaluate the effectiveness of various HRM practices in terms of raising organisational profit
& productivity
It is considered and analysed form the before discussion that HRM practices can help to
maintain the all the strategic working of the organisation. There is various purpose to opt HRM
Practices like it can help to access the smooth functioning and aid to create the effective
organisational structure. Their effectiveness of HRM practices on the organisational profitability
is more because it can help to improve the revenue and profit of the Debenhams so that
organisation can easily enhance their market growth and also help to expand their market in
other locations internationally and nationally. There are various Human resource management
practices are adopted by the Debenhams which can help to increase the growth and profitability
rate of the organisation. Debenhams use recruitment and selection process, training and
development method and to motivate the employees, organisation also provide them good
compensation so that they can easily improve the employees interest toward their work and also
motivate them so that all the employees can perform their job effectively and help the
organisation to gain more profit as compared to their competitors (Storey, 2016).
In respect of organisational productivity, Debenhams also used various human resource
management practices such as recruitment and selection, employee’s retention and performance
appraisal so that all the employees can easily boost their performance level and their work
efficiency can increase and they can easily get the right direction to do their day to day task
effectively. All these human resources practices are useful to increase the efficiency of
employees. It is a fact that highly efficient employees are the key of success and effective and
happy employees can give their best contribution in the development of the organisation and also
help to increase the productivity of the organisation successfully.
TASK 3
P5 Importance of employee relations in respect to influencing HRM decisions
To create the effective employee’s relation is mandatory for the each and every
organisation so that all the employees can feel comfortable to discuss and share their problem
with their manager and leader. In order to manage the healthy relationship with the employees in
the working environment, manager of the Debenhams need to pay more attention so that every

employee can communicate freely and share their issues with their respective team members and
managers. The importance of employee’s relation in context of Debenhams to influence the
decision making of HRM are discussed below- Employee Engagement – Employees engagement is considering the main element that
can help to make relation strong among employees and managers. Good employee’s
engagement can help to directly influence the overall decision making process of the
human resource management department. Debenhams manager is responsible to create
good employee engagement so that manager can take suggestion to the employees and
also value of their ideas and advice (van Zyl, Mathafena and Ras, 2017). Flexible Working hours – To provide flexible working hours to their employees is
essential because it can help to reduce the stress level of employees so that they can do
their work suitably. Debenhams manager focused about to provide the more flexible and
refreshment hours to their employees so that their job satisfaction can increase and a
satisfied employees perform very effectively and satisfied employees help the
organisation to generate new ideas and strategies with can help in HRM decision making. Resolve Conflicts – A good employee relation can help to resolve the conflicts and
disputes so that the productivity of the organisation directly improved. Debenhams
manager can establish good relation so that they can easily solve employees and there is
less chances of conflicts and grievance.
 Opportunity for Career Development – With the help of strong employee relation,
organisation can provide better career development opportunities. Debenhams can focus
to create good relation with their employees so that all the employees can easily learn
new skills and knowledge that will help in their future development so that employees
can easily take any challenges in future and secure their position in the organisation.
Debenhams manager need to provide development sessions to their employees so that
they can learn new skills and qualities.
P6 Key elements of employment legislation & the impact it has upon HRM decision-making.
Every organisation need to consider some consideration related to the laws and legislation
so that they can easily protect some confidential data from the outsider hackers and also maintain
privacy and save specific information from their competitors. Debenhams use some key elements
related to the employment laws and legislation so that they can easily take decision in term of

human resource management. Debenhams follow various laws and legislation so that they can
reduce employee discrimination and provide equal treatment to their employees. Government of
UK, formulate many laws and policies that can help the organisation and also help them to take
appropriate decision. The description of laws and legislation are given below-
Employment Act
This act mainly come in 2008 and give the specific legal consideration to the organisation
so that there will be less chance of disputes and conflicts. Some disputes like underpayment, late
salary and wages, conflicts with manager and other employees. Employment Act help to reduce
the clause like minimum wages to employees for their work and services in organisation.
Moreover, HR manager of Debenhams is responsible to provide adequate & fair wage and salary
to each and every employee. This act directly influences HR manager in their decision-making in
their off-boarding process, because HR manager have to take decision related to the
compensation and other paid to a terminated & resigned the employees. In case HR manager
void this law then they are in danger of the legal suits by the employer (Victor and Hoole, 2017).
Equal Pay Act
The Equal Pay Act is essential for the organisation because it can help to maintain
equality with every employee. This is a crucial law in which employee legislation are
implemented by the parliament of United Kingdom so that they can protect the employee who
are getting under salary and wage for their work and services. Under this act, Debenhams
organisation is mainly accountable for paying equal salaries to the same level and position
employees. It can be illegal of the law if Debenhams discriminate on basis of gender & age.
Moreover, the Equal Pay act can directly influence the decision-making of human resource as
per the planning and compensations policy of employees. It is the work and duty of HR manager
to pay the employees fairly and provide clear payment based on their performance not on the
basis of age & gender.
TASK 4
P7 Illustrate the application of HRM practices in a work-related context, using specific example
With the help of recognition of the present requirement of organisation, there is some
vacant job position of marketing manager in Debenhams organisation. The requirement of this
job post need following essential steps that mainly begin with drafting the job description.

JOB DESCRIPTION
Job Title- Marketing Manager
Reported to whom- Marketing Administration
Job Summary- At Debenhams, Marketing manager must have creative approach to promote
organisation product & services. Marketing manager should know about the whole working
process of marketing and manager also possess with the maintaining the store & market and
evolve the strategically & tactical planning for store.
Responsibilities:
 To create high revenue from business leads.
 To coordinate and also support with sales department.
 Conduct proper planning & market research.
 To develop and evolve the successful marketing campaign.
 To analyse and promote strategic relationship with different partners, stakeholder &
vendors.
Qualification:
 Bachelor degree related to the marketing specialisation
 Master degree related to marketing field
 Diploma & certificate of digital marketing
PERSON SPECIFICATION
Essential Skills -
 At least 3 years’ experience as a marketing manager in retail industry
 Effective communication skills Analytical skills and critical problem solving skills
Desired skills -
 Always ready for travel
 Knowledge about the online and social media network for marketing campaign
 Commercially aware & financially literate

OFFER LETTER
Debenhams
March 22, 2021
LMN
Dear ABC,
We are so grateful & delighted to share this new to you that you are appointed as a marketing
manager in our organisation on the basis of your outstanding performance in interview ,
organisation decided to choose your to give responsibility of marketing manager.
As per our discussion, we all are hoping that you are comfortable to join us on March,22,
2021. We are required your documents for the further verification process so please attached all
your academic & experience documents in the same mail I'd .
If you have any query please feel free to ask
Regards,
HR Manager
CV For Marketing Manager
HR manager design the CV for the job post of manager.
Name -
Professional Summary
I have experience of Manager positions over the past years in various industries. I have an innate
efficiency which many others may be lacking. I also have experienced of customer service manager &
team leadership, I am very grateful to be able to offer my skills and talents to your organization. I am a

happy to provide my qualification background that is appropriately geared towards the competitive
industry. I am hoping to encounter a professional and competitive firm that can enable me to another
progress within management. However, I have also desire a long time relation that is partially defined
by what I have ability to contribute to this company in question. Thank you for taking time to peruse
my CV.
Qualifications
 Certification in Marketing expertise
 Degree in marketing specialization
 Deliverers of the Conflict Management Training
Professional Qualifications
 Over 3 years of experience within the management field.
 Effective team leadership skills.
Experience
2014-Present: Customer Service Executive (London).
Duties are comprised-
 Monitoring inventory control.
 Strategic Planning
2015-2019: Assistant Manager in London retail service
Responsibilities
 Client & customer engagement.
 Allotments of all tasks to their team member’s
 Monitoring the records & customers calls & quires
Education
 Lancaster University 2005-2009: Marketing Management BSc (Hons.)
Job Advertisement -
Job Opportunity
Debenhams company requires specific services of Qualified candidate to full fill the

requirements as a Marketing Manager in their organisation.
Qualification Required –
MBA Degree with Marketing Specialization and certification in marketing services in recognised
educational Institutions and University.
Experience
3 Years experience as a Marketing Manager in well establishes organisation and customer
services experience.
Age
Between 30 and 35 with excellent skills
Salary
An effective salary package will provide as per their qualification and experience.
Interested candidate can send their applications along with their CV and also send with this two
passport sized photos with the contact details.
Manager HRD
Debenhams
Interview Questions (Preparatory Notes)
There are few questions considered by HR manager as a Preparatory notes are discussed
below-
1. Tell me about that how got you started in your marketing career.
2. Tell me about your last job experience.
3. What makes you passionate about marketing field?
4. Why do you want to work to do this job?

CONCLUSION
According to this report it can be identified that HRM play an essential role for the
development of each and every organisation so that company can create effective marketing
image as compared to their rivals. It is also concluded that functions and purpose of the HRM are
beneficial for the development of the employees. This report also identified that employment act
2008 are prominent for the organisation. With the help of effective employee relation, company
can reduce the conflict and maintain good performance and productivity.

REFERENCES
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