Human Resource Management Practices at Arcadia Group: A Report

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HUMAN RESOURCE MANAGEMENT

Table of Contents
INTRODUCTION............................................................................................................................. 3
TASK 1: ROLE OF HR FUNCTIONS...................................................................................................4
1.1 PURPOSE AND THE KEY ROLES AND RESPONSIBILITIES OF THE HR FUNCTION....................4
1.2 IMPORTANCE OF WORKFORCE PLANNING, RECRUITMENT AND SELECTION,
DEVELOPMENT AND TRAINING, PERFORMANCE MANAGEMENT AND REWARD
SYSTEMS................................................................................................................................. 5
1.3 CASE STUDY TO EXAMINE THE DIFFERENT METHODS USED IN HR PRACTICES...................7
1.4 EFFECTIVENESS OF EMPLOYEE RELATIONS AND EMPLOYEE ENGAGEMENT.......................8
1.5 KEY ASPECTS OF EMPLOYMENT LEGISLATION...................................................................10
1.6 AN EVALUATION OF HOW EMPLOYEE RELATIONS AND EMPLOYMENT LEGISLATION
INFORM DECISION MAKING AND MEET BUSINESS OBJECTIVES..............................................11
TASK 2 APPLYING TECHNOLOGY IN THE WORKPLACE.................................................................12
2.1 APPLICATION OF HRM PRACTICES IN WORK RELATED CONTEXT.......................................12
2.2 USE OF TECHNOLOGY AND SOCIAL MEDIA PLATFORMS IN RECRUITMENT AND SELECTION
PROCESS.................................................................................................................................. 16
CONCLUSION............................................................................................................................... 17
REFERENCES.................................................................................................................................18
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INTRODUCTION
Human resource management is a dedicated department in an organisation which aims at
providing better facilities to the employees. This report will discuss the process of Human
resource management at the Arcadia group which is a retailing company established in 2002.
The group owns more than 2500 retail clothing outlets in the UK and around 22,000 employees
are working in the company. The report will discuss the primary function of HRM at the Arcadia
group. The functions are recruitment and selection, performance management, training and
development and providing acknowledgement and rewards for the outstanding efforts of the
employees. Later, the report will discuss the importance of improving employee relation. It is
necessary to work on improving communication with the employees to create better
coordination between management and employees. In the final part of the report, some work
based example of human resource management is discussed which will help in understanding
the working process of HRM.
Figure 1: Arcadia Group Logo
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TASK 1: ROLE OF HR FUNCTIONS
1.1 PURPOSE AND THE KEY ROLES AND RESPONSIBILITIES OF THE HR
FUNCTION
The human resource function works with the purpose of improving employee engagement at
different levels so that the performance of the employees can be enhanced. The HR functions
make sure that the employees are given every facility to grow personally as well as
professionally. By improving the coordination between Arcadia group management and the
employees, the company can achieve its desired goals effectively and create a competitive edge
in the market. HR also works with the purpose of better adherence with different legislation so
that employees can be treated in a just manner (Alfes et al., 2012). Having an effective policy
framework also creates confidence in the employees that their rights are valued by the
organisation and their attitude and behaviour towards the management become positive.
Key roles and responsibilities of HR function at the Arcadia group
 The HR department at Arcadia group measures the current performance of each
employee and compares this performance with the industry standards. If there are gaps
in the skill and knowledge of the workers, appropriate training and development
programs are designed so that employees can become comfortable with the changing
technologies in the business (Boxall and Purcell, 2011). The training programs increase
the confidence level of the employees to use the latest technology and improve
customer satisfaction by offering better services at the store.
 The HR function also creates a plan to recruit the best employees in the industry. For
this purpose, the company highlights various facilities given to the employees at the
Arcadia group. These facilities include health insurance, pension, flexible work hours and
paid holidays (Kucherov and Zavyalova, 2012). Presenting a positive image of the
organisation helps in attracting and retaining talented employees and creates a pool of
better candidates. New technologies used in the recruitment and selection process have
simplified this process and the recruitments process can be completed fast.
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 Employee relations are an important factor to consider for Arcadia group as the
customers interact with the employee directly (Bratton and Gold, 2017). When the
employment relationship is not good this will be reflected in the attitude and behaviour
of the employees and it can also make an impact of the buying decisions of the
customer. Better employee relations also help Arcadia group manage the employee
unions effectively and avoid a situation of conflict.
1.2 IMPORTANCE OF WORKFORCE PLANNING, RECRUITMENT AND
SELECTION, DEVELOPMENT AND TRAINING, PERFORMANCE
MANAGEMENT AND REWARD SYSTEMS
Workforce planning
It is a workforce development strategy which aims at identifying the exact human resource
requirement in terms of knowledge, experience, and skills. This involves forecasting the future
needs of the organisation (Nilsson and Ellström, 2012). With emerging technology, changing
attitudes and consumer behaviour the design of the product and services keep changing and it
is necessary for an organisation to prepare the employees for these changes. Workforce
planning helps in better decision making with regards to the future people needs in the
business.
Recruitment and selection
The recruitment and selection programs in Arcadia group run with an aim to select right
candidates who can help the organisation grow. A candidate needs to face a number of
psychometric and situational analysis tests to ascertain that he is aligned with the mission and
vision of the company. Better recruitment and selection processes help the managers in
implementing a competency-based hiring system (Pilbeam and Corbridge, 2010). Such a hiring
system improves the talent acquisition process. Workforce planning is an effective tool for the
Arcadia group as it helps to align the needs and priority of the company with the current
workforce so that organisational objectives of the company can be achieved.
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Development and training
Training programs at Arcadia groups focus on improving technically as well as the soft skills of
the employees. These programs analyse the skill level of the employees and make time-bound
action plans to improve the presentation skills so that customers experience can be improved
(Tremblay et al., 2010). with better training, the employees develop confidence and loyalty
towards the organisation which results in better employee engagement. Training and
development programs also help in improving the safety of the employees during work.
Performance management
Performance management is the process of identifying good and bad performances of the
employees. By having information about the right performance of the employee, the managers
can design the appraisals programs more efficiently and help in designing the right training
programs to leverage the current skills of the employee. The HRM at the Arcadia group aims to
retain the talented employees of the organisation with the help of right performance
management programs (Fong et al., 2011). Performance management provides feedback to the
employees regarding their current performances and encourages them to improve their
performance over time. It also helps in better personnel planning according to the job
requirements.
Reward systems
Arcadia group Human resource management programs aim to keep the employees motivated
with the help of the right rewards and recognition programs. When the employees are
appreciated for their contribution they feel valued at the organisation which results in better
alignment with the mission and vision of the Arcadia group (Bardoel et al., 2014). Recognising
the efforts of the employees gives a signal that the work done by them is valued by the
organisation and they proactively participate in enhancing their performance.
All the above-discussed functions of the HRM at Arcadia group make sure that the employees
are giving their maximum output which is beneficial both for the organisation and for the
professional growth of the employee. Arcadia group has a policy to give utmost importance to
its workforce and its needs and the HR functions of the company reflect this commitment. The
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employees are also given the opportunity to participate in the decision-making process and give
their valuable suggestions.
1.3 CASE STUDY TO EXAMINE THE DIFFERENT METHODS USED IN HR
PRACTICES
BEST HR PRACTICES AT ‘AIRBNB’
Airbnb is a popular home-sharing site providing an opportunity to the people to rent out extra
space at their home and allow guest to stay at their home. The company works as an
intermediately between the people who want to rent out their property and those who are in
need of an affordable lodging space. The company has a unique employee relation
management system; ‘Global head of employee experience’ is a designation created for
ushering better employee relation at the organisation (Forbes, 2016). The employee experience
is enhanced by maintaining a better work environment and managing different employee
facilities such as breakfast and lunch, health insurance and better safety and security.
HR MANAGEMENT AT ‘FEDEX CORPORATION’
FedEx Corporation is a courier delivery service providing company based in the US. The
company initiated an employee development program named ‘People-Service-Profit’ (P-S-P).
This program is aimed at enhancing the employee engagement with the help of annual
employee satisfaction survey and various other programs to develop leadership qualities in the
employees so that they can move up in the management ladder (FedEx, 2019). ‘An open door
program' is also started at FedEx which aims at increasing the employee participation in the
decision-making process. Under this program, the employees are motivated to share their
views to improve the internal processes and increase customer satisfaction.
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1.4 EFFECTIVENESS OF EMPLOYEE RELATIONS AND EMPLOYEE ENGAGEMENT
An employee relation is an important factor to develop a feeling of trust in the employees.
When these relations are not well its effect can be seen on the performance of their
performance. To improve these relations, the human resource department at Arcadia group
need to interact with the employees regularly and address their concern. Better relationship
with employee unions can also result in enhanced employee relations (ALDamoe et al., 2012).
The communication processes with the employees are the key to maintain a better relationship.
The managers should take the feedbacks of the employees and try to solve their grievances at
the earliest. If the concerns of the employees are not addressed soon it can result in strikes and
conflicts and puts a negative impact on the brand image of the Arcadia group. The employee
relation forms the basis for a better workforce which feels valued at the organisation. Such
employees are bound to contribute positively to the goal achieving process and create a better
work environment in the company (Lamba and Choudhary, 2013). Appreciation and recognition
programs set the tone for better employee relations and help in communicating better with the
employee. Increase in safety and security also plays an important role in improving employee
relations and makes the employee feel valued.
Employee engagement is the level up to which the employee feels absorbed in their work. The
employees feel such engagement in the work when they find their work challenging enough
and the management is ready to assess the performance and give adequate compensation for
the outstanding work. Employee engagement is the measure of better organisational policies of
the company. Such organisations where employee engagement is high have a low employee
turnover rate (Mahal, 2012). Arcadia group can maintain a competitive edge over competitors
by having better employee engagement. A number of factors contribute to increasing employee
engagement. These factors include clarity in job roles, carrier advancement opportunities,
employee perception of the job, and the level of interaction with the management.
Some work practices which can be employed by the Arcadia group to improve the employee
relations and their engagement at the organisation are explained below:
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 Flexible working practice is a policy framework where employees are provided facilities
to fulfil their duties at flexible timings. Such facilities help the employee enhance the
personal and professional life balance (Bardoel et al., 2014).
 Employer of choice is the practice of presenting the organisation as a viable option for
the most talented employee. The organisation can attract the right candidate by
providing facilities such as paid holidays, health insurance and better rewards and
recognition policies.
1.5 KEY ASPECTS OF EMPLOYMENT LEGISLATION
Arcadia group has such Policies which eliminates any kind of discrimination with the employees.
Yet there are some incidences where the basic human right of the employees is violated. The
British government has passed some strict legislation to address all the issues related to
employee rights. The key legislation applicable to the Arcadia group is discussed below:
NATIONAL MINIMUM WAGE ACT 1998
This law stresses on providing a minimum wage to an employee so that employer can be
restricted from exploiting the employees working in their companies. A minimum remuneration
of £7.83 per hour, need to be provided to a worker by every organisation in the UK. Whenever
there is a need, the company need to present the records showing that they have provided the
above-said minimum wage to the employee working in their organisation (Bardoel et al., 2014).
WORKING TIME REGULATIONS ACT 1998
The act was passed by the UK parliament in 1998 with an aim to regulate the work timings if the
employees. This is important because employers force the workers to work for extra hours
without giving any additional benefits. This act also suggests providing regular brakes between
works so that employees can reduce the stress of work (Alfes et al., 2012). A fixed number of
holidays also need to be provided by employers so that employees can give time to their
families.
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PENSIONS ACT 2008
The pension act makes it mandatory to the employers to provide a fixed amount of pension to
their employees after they retire from their work. These employees need to be respected for
their valuable contribution to the organisation and a certain amount of pension help them live
in a dignified way (Bratton and Gold, 2017). The government and the employer both contribute
to the pension fund so that employees can be provided with a minimum amount of pension.
EQUALITY ACT 2010
The law was enacted by the government in its revised form in 2010 under this act the employer
have to behave in an equal manner with all the employees and provide them equal
opportunities to advance in their carrier irrespective of their religion, colour, age gender of
physical disability (Pilbeam and Corbridge, 2010).
1.6 AN EVALUATION OF HOW EMPLOYEE RELATIONS AND EMPLOYMENT
LEGISLATION INFORM DECISION MAKING AND MEET BUSINESS OBJECTIVES
Better employee relations may help the Arcadia group to take an informed decision because
with improved employee engagement their level of interaction with the managers is improved.
The employees feel more open to share their responses related to improvement in customer
services or making a better work environment. The inputs from the employee are a valuable
source of information for the management and help them make better policies at the Arcadia
group. In addition, better employee relations may also help in creating an environment where
employees feel valued (Bratton and Gold, 2017). This recognition creates better alignment of
the employees with the long term objectives of the company. Better communication with the
management also helps in developing leadership for the future and keeps the operations of the
company run smoothly.
Employee legislations guide the managers at the Arcadia group to follow the standard code of
conduct while taking a decision. At the lower management level, the line managers may show a
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biased attitude towards some special groups which creates a negative work environment. With
strict rules and regulations at the place, these managers know the standard behaviour and
implement the rules and regulations better (Alfes et al., 2012). Strict compliance with the
employment laws restores the faith of the employees and they feel more valued. Having a
diverse workforce also helps in better decision making as people from different nationalities
and races are better at assessing the consumer behaviour of a particular community and the
management can make effective employee policies.
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TASK 2 APPLYING TECHNOLOGY IN THE WORKPLACE
2.1 APPLICATION OF HRM PRACTICES IN WORK RELATED CONTEXT
The recruitment and selection process at the Arcadia group focuses on forming a pool of
talented candidates which can provide exceptional services to the customers. In the current
report, the job description (JD) and Personal specification (PS) for a deputy sales manager are
discussed. JD and PS help in establishing the exact expectation of the management so that the
right candidate can be selected for the advertised job position.
JOB DESCRIPTION
Job Title: Deputy sales manager
Reports to: Sales Manager
Location: Arcadia, 70 Burners St., London W1T 3NL, UK
Contract: Permanent (Full-time 37.5 hours per week)
Salary: Competitive
Key responsibilities
 Develop a sales plan to manage the revenues and expenses of the Arcadia group.
 Setting targets for teams and individuals and motivate them to achieve those targets in
designated time (Arcadia group, 2019).
 Tracking different sales goals and overseeing the activities of the sales team.
 Coordinate with the marketing team and generate new leads so that sales figures of the
company can be improved.
 Understanding the requirements of the customers and do necessary changes in the
sales policies.
PERSONAL SPECIFICATION
Essential experience and Qualification
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