Importance of Human Resource Management

This report summarizes the importance of human resource management in an organization. Human resource managers provide specific contributions to maximize productivity and profitability. They create a better organizational culture, manage people effectively, recruit suitable candidates, conduct training and learning sessions, and manage employee relations. Their main objective is to attain future goals and objectives of the organization in an effective manner.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 The purpose and functions of HRM that applicable for workforce planning and resourcing
.....................................................................................................................................................1
P2 The Strengths and weaknesses of various approaches to recruitment and selections............2
TASK 2............................................................................................................................................4
P3 Benefits of HRM practices for both the employer and employee.........................................5
P4 Evaluation of effectiveness of HRM practices for organisational profitability and
productivity.................................................................................................................................6
TASK 3............................................................................................................................................7
P5 Importance of employee relations that influence HRM decision-making.............................7
P6 Key elements of employment legislation and its impacts upon HRM decision-making.......8
TASK 4............................................................................................................................................9
P7 Illustrate the application of HRM practices in the organisation with examples....................9
CONCLUSION..............................................................................................................................11
REFERENCES .............................................................................................................................12

INTRODUCTION
Human resources management is a formal system that is used to manage people in an
organisation properly. Manager of this division fall in three specific areas as designing
framework for organisational activities recruitment and selection or at last rewards and benefits
to workforces. Main objective of them is manage organisational activities and approaches
properly to achieve target goals and objectives easily. Human resource manager aid to maximise
employee's skills by conducting training and development program for their workforce. Major
function and purpose of HRM is to maximising profitability and productivity of firm by using
different types of methods. This report is based on Zara which is a Spanish fast fashion retailer
brand (Anderson, 2013 ). This organisation was established in the year of 1975 by Amancio
Ortega and Rosalia Mera. This report represent purpose and functions of HRM, Strengths and
weaknesses of various approaches and Benefits and effectiveness of HRM practices. It also
determine employment legislation and its impacts upon HRM decision-making and application
of HRM practices.
TASK 1
P1 The purpose and functions of HRM that applicable for workforce planning and resourcing
For Zara, it is require to manage their organisational activities in effective manner to
getting higher competitive advantages easily. In this process human resource manager of firm
analyse requirement of company to attain future objectives and goals. Main motive of them is to
fill gap between employees and management of firm for create a positive working environment.
Zara is a well known clothing brand that provide its products and services in several countries.
For them, it is required to manage operational and functional approaches properly to getting
desired outcomes easily. There are purpose and function of human resource management is given
below as -
Purpose of Human Resource Management
 Create better organisational culture: Human resource management is basically works
to create specific and positive working environment. In this procedure, human resource
manager make an appropriate bridge between management and its workforce to
maximise profitability and productivity for organisation. This is the major purpose of
human resource management to build appropriate culture for each and every employee.
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 Law: Government of UK formed different legislation for service sector organisation as
labour law, equality act, Equal wage and Minimum payment act. All these legislations are
requires to implement properly in business activities to create a legal framework in firm.
In this process human resource management provide its effective contribution to
implement them properly in organisational activities (Aswathappa, 2013).
 People management: In an business organisation, it is require that employees are
working together because through this they can easily resolve issues and problems of
each others. Zara is a well known business firm that has a large workforce, so for this
human resource manager requires to create appropriate people and team management
activities to getting desired outcomes easily.
Functions of Human Resource Management
 Orientation: This is a most important process in an organisation. In it human resource
manager of firm conduct a orientation program for new joiner. Through this they can
build a positive interaction with each employees to new candidate. It helps to
understanding between them to adjust easily in working environment of firm (Brewster
and Hegewisch, 2017).
 Recruitment and selections procedures: This is a most important process of human
resource manager of firm in which they analyse organisation's requirement for achieving
target goals and objectives. After this they conduct specific recruitment and selection
process to hire a skilled candidates in their firm.
 Employee relations management: Human resource manager of Zara play a most
important role to build positive relation between management and employees. Through
this, these candidates can easily resolve their issues and problems in proper way. This
techniques uses to resolve conflicts and barriers from management process of firm.
 Training and learning sessions: This is a most important process if firm in which
human resource manager analyse skills and working capacity of their employees to
conduct a effective training program for them. Through this, they provide development
learning to them for enhancing their interpersonal skill and working capacity as well.
P2 The Strengths and weaknesses of various approaches to recruitment and selections
Recruitment and selection is not an easy task because in this human resource manager
requires to analyse organisation's requirement for specific candidate to hire them by examine
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their proper skill. This is a large procedure in which human resource management and manager
provide their appropriate contribution. Zara is a well known clothing brand that provide its
effective contribution in several countries. For them it is require to manage a effective workforce
who helps to maximise their organisational structure for getting higher success. HR manager of
Zara try to hire a skilled candidate who provide their specific contribution in achieving target
objectives of firm easily. Process of recruitment and selections is given below as-
Job analysis: This is a most important process in which human resource manager of firm
analyse requirement of firm for specific candidate. In it, manager collect proper information
related to several vacancies in their organisation. This is help them to conducting a specific
recruitment and selections program in firm to hire skilled and talented candidates easily (Cascio
and Boudreau, 2010).
Job Description: In this procedure, human resource manager of firm describe all the
information related to specific position and vacancy. Job Description include skills qualities as
well as working approaches that are required in an candidate. Manager also determine timing,
salary, benefits and specific post that they can provide to applicant.
Person specifications: This is a most important area in which manager determine their
requirement for specific post. It determine academic qualities, qualification, knowledges,
experience and background of candidate. This description is all based on organisation's
requirement for an candidates who help them to achieve their target objectives easily.
Job posting strategies: In this process, seniors, management and human resource manager of
firm analyse positioning and posting strategies. Sometimes, organisations require urgent
requirement for an candidate so they uses specific recruitment and selections process but Zara is
a well known business organisation in which they requires specific and skilled candidate. So they
uses proper method to hire a candidates easily (Chelladurai and Kerwin, 2017).
Multi phase recruitment: In this stage, manager of organisation uses best specific
method to hire best and skilled candidates in their organisation. In this methods, manager uses
several methods and techniques as group discussion, eligibility test and online aptitude methods
to select a skilled candidate in organisation.
Strengths of recruitment and selections:
 By conducting such programs, organisation can easily hire skilled and talented candidate
in their organisation.
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 Through this firm can achieve their target goals and objectives in effective manner.
Weaknesses of recruitment and selections:
 Recruitment and selections is very expensive method in which firm needs to pay a
specific amount for hire a skilled candidate.
 This is a lengthy and large process that takes a long time period (CHUANG and Liao,
2010).
TASK 2
P3 Benefits of HRM practices for both the employer and employee
Human resource management functions play vital role in every organisation for
managing people and their behaviours in more effective manner. Employees are key personnels
of every business because they work hard and perform entire tasks or activities for achieving
particular goals or objectives in better ways. HRM activities are beneficial for every individuals
and firms because it support in increasing productivities, satisfy internal and external customers
while running business operations. There are defined various benefits as well as advantages for
employers and employees which are possible through effective HRM practices and functions
within an organisation. HR manager of Zara always consider this factor and try to satisfy their
employees through training, rewards systems and remuneration for satisfying their basic needs or
wants in an appropriate manner. This is necessary for managing or maintaining good relationship
among employees (Daley, 2012). There are defined some benefits for employers and employees
such as:
Employer's benefits Try to complete tasks or assignment: This can be beneficial for achieving goals or
objectives by dividing entire task or activities among employees so that they can done
their work for achieving particular goals or objectives. Time saving: This is also another advantage for the company and employers as they can
save more time and reduce its consumptions while running business and its activities in
an effective ways. Zara is considering this for completing such tasks or activities as they
apply HRM practices to attain targets within limited time period.
 Reduce chances of absenteeism: HRM practices are helpful in reducing such
absenteeism and encourage employees for working within the firm so that more
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productivities can be increased. Zara is applying these practices which serving more
benefits as increased profitability or productivities in an appropriate ways.
Benefits for employees Provide new experiences: HRM practices are beneficial in providing several
opportunities and give better experiences with working in another areas so that more
knowledge and experiences can be increased as well as support in predetermined goals
or targets. Provide training and development programmes: In this, company organise several
sessions for learnings and provide such training or development for employees benefits.
This is most helpful aspects that support in enhancing skills, abilities and knowledge of
individuals so that productivity can be increase at higher level (Fulton And et. al., 2011).
 Cultural interests and personal satisfaction: In this defined the employees interests
towards work for increasing growth and sustainability in more effective ways. This will
help in providing appropriate support and satisfactions during performing any tasks or
objectives as well.
P4 Evaluation of effectiveness of HRM practices for organisational profitability and productivity
Zara is a large scale organisation that provide quality cloths in several countries. In this
process they require a skilled and experienced workforce who provide their effective
contribution in achieving target objectives easily. HRM practices is a most specific procedure
that include different rules, policies and regulation that needs to follow by human resource
manager in proper manner (Glendon, Clarke and McKenna, 2016). Effectiveness of HRM
practices for organisational profitability and productivity are given below as-
 Excellent performer and innovative staff: Human resource manager of Zara requires to
manage innovative, skilled and excellent staff who help them to achieve target goals and
objectives in effective manner.
 Update skills and maintain productivity at workplace: In an organisation, it is require
that manager update skills of their employees to maximise their productivity in effective
manner. Through this they can easily getting desired profitability and income.
 Setting of directions and implementation: This is a most important process that is
require effective direction and motivation tat provided by human resource manager to
their workforce for achieving target goals easily (Guest, 2011).
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 Individual and team goals by effective communication: In an organisation, it is require
to manage effective communication for reducing conflicts and barriers in proper manner.
Through this HR manager can easily build positive and effective environment in their
organisation to getting higher business advantage easily.
 Drive performances of employees: This is a HTM practices that uses to maximise
performance of employees in proper manner.
TASK 3
P5 Importance of employee relations that influence HRM decision-making
Every organisations wants to achieve its predetermined goals or possible outcomes
through increasing level of performance so that they can get succeed among competitors. It only
depend on the employee relations and effective workforce which support in increasing work
productivity as well as performance towards achieving success. Employee relations play an
important role in creating better organisational culture and workforce because they always works
as together to accomplish set goals or common targets as well (Knowles, Holton III and
Swanson, 2014). Zara is one of the most successful company at global level who provide various
products as cloths and accessories items so they consider employees satisfaction for treating with
customers in more effective manner.
HR manager of Zara considering proper training and development programmes for
enhancing employees skills or knowledges so that they can improve their performance and feel
motivated. They motivate employees by using various factors such as: Sharing work: There can be opportunities for the company to achieve predetermined
goals by sharing works or task among several activities and also identify right candidates
as per their knowledges so that they can do work in easy way. It is also helpful aspects
which will support in completing entire tasks with sharing so that common outcomes can
be gained by the firm. Resolving conflicts: There must be required to resolve conflicts and find appropriate
solutions of defining problems so it can be possible through have good relations among
people so that better outcomes can be achieved by them. It is related with mutual
understanding and better relations among people so that the chances of barriers or
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conflicts can be reduced. Zara consider effective HRM practices for resolving such types
of problems to accomplish set goals or objectives. Employees loyalty: company haves opportunities to make employees loyal and retain
them for long time period so that labour turnover can be overcome. Manager is focusing
on healthy relations and try to maintains harmony systems so that company can create
positive environment in more effective manner.
 Use better communication process for maintaining equality: Zara company can use
better methods for communicating with every individual or employees so that they will
be aware about any strategies as well as action plan within an organisation. HR manager
use e-mail method to pass the necessary information to the every employees which
support in adopting any kinds of changes or challenges in more effective ways
(Marchington and et. al. 2016.).
P6 Key elements of employment legislation and its impacts upon HRM decision-making
In the every country or nations, there are defined several rules or legislation which has
formulated by government. Organisations have required to follow such legal rules or legislation
which is related with structure as well as business nature. Zara is also dealing in international
market so they always consider legal policies or legislation whenever operating any business
functions as well. They are followings hierarchy systems to perform entire tasks or activities as
in this, they provide proper informations through effective communication methods. Small firms
undertake limited organisational structure which support in interacting with every individual. But
in case of large firm, they use broad structure as well as number of layers to pass the
informations and communicate with other persons. Zara is also focusing in various aspects
regarding legislation such as: Equal wage act: It describe that company should consider equality among every
employees by avoiding any discrimination among them. In this included caste system,
religions, colours, racisms, and genders which create barriers in building relationship
among employees. Minimum payment act: It is formulated for minimum payment that are provided by the
company to its employees in exchange of their hard work, time, and efforts so that they
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will feel motivated and try to accomplish set goals. Zara provide better compensation
and rewards to the employees ( Meredith Belbin, 2011). Employee's rights acts: It describe about employees rights as well as authority within
an organisation that related with their safety, security and their safe environment.
Therefore, Zara is giving better protections while producing good sand services as
safety cloths, gloves and other apparels to the employees (Scullion and Collings, 2011).
 Workmen's compensation acts: This is also very necessary that to provide better
compensation to every employees or individuals as per their works. In this consider the
safety major during operational activities such as having injuries, accidents and other
uncertainties that can be happens with employees so company have to provide
compensation for reducing any problems (Purce, 2014).
TASK 4
P7 Illustrate the application of HRM practices in the organisation with examples
Human resource department play an important role in running business functions or
activities in an effective manner. They perform several activities for managing employees
performance as well as relationship in more effective manner. The most important functions are
recruitment and selections, training and development, performance appraisals etc. Zara firm
consider these aspects for appointing talented people and suitable candidates who are able to
perform various activities and tasks in more efficient ways for the purpose of attaining set targets
or goals.
Job analysis: It is the first phase where company describe any particular job details or
vacancy so that interested candidates can apply to get such job. For example:
Job description
Organisation name
ZARA company
Job profile
Sales Executive
Location
Artexico, Galicia, Spain
Report to
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Administration office
Roles and Responsibilities
 Organising sales visits
 Formulate strategies for increasing sales in the marketplace.
 Maintain records
 presentation of particular products or services.
 Attends trade exhibition, conferences and meetings for promotions
 Set targets for enhancing sales activities.
Required Qualification
MBA in Marketing field (Master degree in business administration)
Experience required
4 to 6 years
Salary
15 to 20 lac per annum.
After describing the job and its details, the second step will be defined as the response
given by interested candidates. Here are example of CV such as:
Curriculum Vitae (CV)
Name:
Address:
Contact number:
Email Id:
Career objectives: To show my knowledge in marketing field and try to create my own USP
for future growth.
Qualification:
MBA in marketing field (Master in Business Administration)
Experience:
4 year experience
Personal skills:
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Confidence
Patience
Excellent interpersonal skills
Perseverance
Declaration:
I hear by declare that the above information is true as per my experience and knowledge.
Recruitment and selections process: In this, manager take every respondents information
and conducts recruitment and selections procedures for finding suitable candidates for managing
sales activities and increased profitability in well manner (Scullion and Collings, 2011).
CONCLUSION
As per the above report it has been summarised that human resource management is
functional procedure in an organisation that is uses to attain target objectives and goals easily. In
this process human resource manager provide their specific contribution to maximise
productivity and profitability of firm. They are basically play different role in firm as Create
better organisational culture, People management, Recruitment and selections, Training and
learning session and Employee relations management. Their main objective is to attain future
goals and objectives of firm in effective manner. Human resource manager of firm also analyse
requirement of company to attain future objectives by accomplish them in proper way.
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REFERENCES
Books and Journals
Anderson, V., 2013. Research methods in human resource management: investigating a business
issue. Kogan Page Publishers.
Aswathappa, K., 2013. Human resource management: Text and cases. Tata McGraw-Hill
Education.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Cascio, W. and Boudreau, J., 2010. Investing in people: Financial impact of human resource
initiatives. Ft Press.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
CHUANG, C.H. and Liao, H.U.I., 2010. Strategic human resource management in service
context: Taking care of business by taking care of employees and customers. Personnel
psychology. 63(1). pp.153-196.
Daley, D.M., 2012. Strategic human resources management. Public Personnel Management.
pp.120-125.
Fulton, E.A. And et. al., 2011. Human behaviour: the key source of uncertainty in fisheries
management. Fish and Fisheries.12(1). pp.2-17.
Glendon, A.I., Clarke, S. and McKenna, E., 2016. Human safety and risk management. Crc
Press.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Knowles, M.S., Holton III, E.F. and Swanson, R.A., 2014. The adult learner: The definitive
classic in adult education and human resource development. Routledge.
Marchington, M. and et. al. 2016. Human resource management at work. Kogan Page
Publishers.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
Management International Digest, 19(3).
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
Scullion, H. and Collings, D., 2011. Global talent management. Routledge.
Online
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