Human Resources Management: Burberry Employee Induction Manual Report

This report delves into the Human Resource Management (HRM) practices of Burberry, a leading fashion house. It begins with an introduction to HRM's purpose, scope, and functions, emphasizing its application in workforce planning and resourcing. The report then examines different recruitment and selection approaches, evaluating their strengths and weaknesses. It highlights the benefits of HRM practices for both employees and the employer, including the impact on productivity and profit. Furthermore, the report explores the significance of employee relations in HRM decision-making and the influence of employment legislation. The report covers various aspects of HRM, such as recruitment, training, and reward management, along with flexible working environments, providing a comprehensive overview of how Burberry manages its human resources. The analysis includes the benefits of HRM practices for both the employee and the employer, including the impact on productivity and profit. Finally, the report concludes with a summary of the key findings and recommendations for Burberry's HRM strategies.

Human Resources Employee Induction
Manual

Table of Contents
INTRODUCTION...........................................................................................................................4
LO1..................................................................................................................................................4
P1 Purpose and the function of the HRM, applicable to the workforce planning and resourcing
of Burberry .................................................................................................................................4
P2 Strengths and weaknesses of different approaches of recruitment and selection..................5
LO2..................................................................................................................................................7
P3 Benefits of HRM practices for the both the employee and employer of Burberry................7
P4 The effectiveness of HRM practices in regard to raising the profit and productivity of
Burberry......................................................................................................................................8
LO3..................................................................................................................................................9
P5 The importance of employee relations in Burberry in influencing HRM decision making. .9
P6 The elements of employment legislation and its impact in HRM decision making in
Burberry....................................................................................................................................10
P7 The application of HRM practices in Burberry...................................................................11
CONCLUSION..............................................................................................................................13
REFERENCES.............................................................................................................................14

INTRODUCTION
Human resource management is the process of managing individuals in organisation and
retaining them in business for longer duration. The present study focusses on the purpose, scope,
functions of HRM. Current assignment is based on Burberry, it is the leading fashion house
which offers accessories, sunglasses, cosmetic products to consumers. It explains the different
approaches to recruitment and selection. It further explains the benefits of HRM practices to
employer and employee in Burberry by raising its productivity and profit. It further explains the
importance of employee relations in influencing HRM decision making. It will also evaluate the
key elements of employment legislation.
LO1
P1 Purpose and the function of the HRM, applicable to the workforce planning and resourcing of
Burberry
In today's competitive world to gain the competitive advantage, Burberry is having
effective management through strategic approach of the people in an organisation. Through this
strategic approach of human resource management, the Burberry is trying to maximize the
employee performance to achieve the organisation strategic objectives.
Functions and purpose of HRM
Recruitment is one of the most important function of human resource management applicable to
workforce planning, the main purpose of HR is to hire skilled candidates those who can
understand their job responsibilities and can perform it well. This may aid in raising performance
of business unit to great extent.
Another function is training and development, the agenda of organising training programs in
organisation is to raise skills of workers.
Purpose- The purpose of training function is to raise capabilities of employees so that they can
work more efficiently in Burberry. HRM consider the employee as the most important assets to
the Burberry as they help to gain the competitive advantage in the market and to gain that
competitive edge the HR department make the employee so much efficient to cope with the
challenges in the competitive advantage in the market through the training.

Reward management is essential function of HRM’s applicable to workforce planning
and resourcing. Its main purpose is to raise profitability and employee retention.
Purpose- The main purpose of reward management function is to retain staff for longer duration
and make them more committed so that they perform better and contribute well in raising profit
of Burberry. Raise satisfaction of employee: Evaluating the performance through the
performance appraisal process and have the check upon it is the important part that HRM has to
do. Certain targets are fixed by the manager for the employee to achieve that target. If they
successfully complete it, reward will be there. It leads to the employee satisfaction. Due to the
rising global competition, it has become difficult to hire the sustainable employees for the
Burberry. Add on to it is the lack of sufficient skilled labour (Morgeson, Brannick and Levine,
2019).
Purpose- Performance management is another function of HRM, its main purpose is to measure
what skill are required and the task, duties and the responsibility that employees has to perform
to attain the Burberry goal. As the employee is new in the organisation, the first step is to help
the new employee adjust him this new opportunity. So the HRM department ensure that the
employee is clear with his work. HR manager ensures that right candidate gets promoted to
higher post after analysing performance of each candidate. This supports in retaining staff and
managing people well in the firm(Reiche and et.al, 2016)..
P2 Strengths and weaknesses of different approaches of recruitment and selection
Recruitment and selection are essential function of HRM, it helps in hiring deserving
candidates in organisation. Different approach of this HRM function are explained as below:
RECRUITMENT – The overall process of searching prospective future employees and
encouraging them to actively seek jobs within an organisation. The job can be permanent or
temporary; paid or unpaid.
Two main approaches of Recruitment are explained as below:
Internal approach
Hiring people from internal workplace environment is called as internal method of
recruitment. Various methods are: - Employee Referral: - Every employee's record maintained
and when subsequent need arises; the suitable employees are considered. Promotion: - It is an

upgrading of the present status of the employee. Transfer: - In Burberry, its several branches are
there. Shift of an employee from one branch to another at the same position is transfer (Noe and
et.al., 2017).
Strengths of internal recruitment :-
 Improves Morale of employees
 Encourages Loyalty amongst employees
 Eliminates hasty Decision Making
 Reduction in Training Costs
 Self-Development
Weaknesses of internal recruitment:-
 Discourages new talent.
 Existing employees may lack the required qualification.
 Promotion of senior candidates discourages young and innovative minds.
External Approach
When people outside the existing employees are used to fill the vacant position, it is
called external recruitment. Advertisement:- Print and electronic media is used to announce
vacancies. Walk-Ins:- People who enter Burberry in search of job. Private Employment
Agencies:- These act as middleman between Burberry and the probable employees. They charge
a particular fee for their services. Educational Institutes:- Burberry visits various institutes and
placement of students with innovative ideas is done (Guest, 2017).
Burberry implements external recruitment approaches, It takes support of recruitment
agencies in order to find the best candidate for vacant post. These consultancy firms send most
talented people in interview round and Hr manager selects the most deserving person out of
many.
Strengths of external recruitment :-

 This method is most effective as Burberry can get fresh talent from outside environment.
These fresh talents can bring innovative idea which may support the firm in improving
working efficiency.
 External recruitment method is suitable in finding skilled people in less time.
Weaknesses of external recruitment:-
 Some times hiring new candidate for higher post develops feeling of jealousy among
existing workers and they feel demotivated and think to job soon.
 Burberry will have to pay fees to recruitment agency and also firm will also arrange
training sessions for new person which may increase financial burden on company hence
it is Expensive method of hiring.
 New employees may not adjust or adapt to existing environment.
Selection:
The process of segregating suitable applicants out of all the applicants and selecting
them for fulfilment of the required roles is called selection.
Approaches of Selection :-
Interview Method: - A one to one conversation where questions are asked and answers are given
between two parties is an interview. The two parties are 'interviewer' and 'interviewee'.
Interviews can be: Structured:- Here specific questions occur in a specific order. 'Ladder
Interview' and 'Face to Face Interview' are few examples. Unstructured:- Open Ended
conversations take place. Burberry takes support of interview method for selecting the suitable
candidate.
Strengths of selection: -
 By using interview method Burberry can easily analyse skills and capabilities of
candidate, as face to face interview always support in finding the best person out of
many.
 Elimination of undesirable candidates is the main strength of this selection method for
Burberry.
 By taking interview HR of Burberry can collect more additional details about candidate
and can measure whether individual will be retain in organisation for longer duration or
not. Furthermore, skills can be tested easily by this technique.
Weaknesses of selection:-

 Dishonesty on part of candidates, it is another drawback of using this method.
 Expensive, as Burberry will have to spend more amount to hire new candidates from
external market
Psychometric Tests-
These tests are used to measure individuals' behaviour and his mental state. It is
identified, the extent up to which a candidates' cognitive behaviour and personality match (Pugh,
2016).
Strength
 It is simple and cost effective method, by applying this test company can select the best
candidate in less time.
 It is unbiased approach hence candidate can get selected on their skills bases rather than
personal relationship.
Weakness
 It might possible that HR receive false answers
 No personal interaction sometime create confusion in hiring the right person for right job.
LO2
P3 Benefits of HRM practices for both the employee and employer of Burberry
HRM is considered as one of the most important function which helps top organisation and
its employees both in significant manner.
HRM Practices Employee Employer
Recruitment It gives the employees
monetary and non-monetary
benefits by working in
Burberry.
It builds the career map of an
individual.
Bring new talent to Burberry
which results in increasing its
operational efficiency.
It fills the empty job roles in
Burberry.
Training and Development It develops new skills and
competencies in an employee
which supports its overall
personal and professional
Trained workforce helps the
employer to achieve better
performance by optimum
utilisation of resources in

development.
Training and development of
employees of Burberry helps
them to gain more knowledge
which increase their efficiency
to work.
Training HRM practice helps
employees in developing their
capabilities. By this way
individual can get better career
development opportunities in
the future. Furthermore, it
raises their working efficiency
hence they get chance off
earning high incentives,
bonuses.
Burberry.
Training and Development
increase the overall
productivity of Burberry
which results in earning better
returns.
Burberry gets benefit from
training practice because firm
makes people aware with their
responsibilities which aids in
improving their working
performance. This would help
in finishing the given task on
time. This would help in
raising operational efficiency
of business and minimising
errors as well. Furthermore,
employer will get benefit of
high productivity by giving
training to staff.
Payment and Reward
Management
Reward Management system
in Burberry keeps the
employees happy and loyal.
Employees are motivated to
work and reward system
enhance their job satisfaction.
By getting attractive pays and
incentives employees feel
happy, this fulfil their financial
needs. They feel secure as
well.
An appropriate reward system
in Burberry motivates the
employees to contribute
maximum to the company and
hence increases the overall
efficiency of the concern as a
whole.
Burberry gets benefit of high
staff retention by offering
rewards to employees. By this
way people feel satisfied and

they support in each complex
situation of business.
Furthermore, satisfied people
work hard that help in raising
profit and productivity of
organisation.
Flexible working Burberry offers flexible
working environment to
workers, by this way
employees feel happy and they
get benefit of making balance
between personal and
professional life. They can
give time to their families.
It enhances satisfaction level
of employees and make them
more productive. It reduces
stress level which helps in
retaining them in Burberry for
longer duration. hence
company needs not to spend
much amount in recruitment
because existing workers work
for longer period.
Performance Appraisal Performance Appraisal of
employees of Burberry helps
the individuals to gain positive
feedback and identify the areas
of improvement for them. It
supports the future growth of
employees.
It is a valuable technique for
the employees of Burberry as
it prepares the SWOT analysis
of each and every employee
serve as source of career
planning.
A fair merit based system in
Burberry motivates the
workforce to work with
greater commitment for the
company.
Performance Appraisal in
Burberry helps the employer
in deciding about the rewards,
promotion and transfers of
staff.

P4 The effectiveness of HRM practices in regard to raising the profit and productivity of
Burberry
The purpose of HRM practices is to maximise the productivity of Burberry by increasing
the effectiveness of its employees. HRM practices ensures an optimum policy structure in
Burberry which makes the employees clear about the vision and mission of the company. A well
aware employee workforce works in a way to support and achieve the goals of Burberry.
Recruitment brings new talent to Burberry, which enables the completion of right work
by right employee at right time. Skilled employees in Burberry increases the productivity of
company and reduce the duplication of efforts. A competent workforce has a better
understanding of work culture and they ensure operational efficiency.
Training and Development of workforce makes them more capable to handle workload. It
eliminates the need for additional labour and hence cutting down additional labour costs. A
reduced labour costs contribute in reducing overall expense of Burberry and thus raising its
profit. A trained workforce works with due diligence in all activities. It reduces wastage and
increases the productivity of Burberry.
Burberry prepares job description, takes interview to select the right candidate, this
practice helps the organisation in selecting most deserving candidate who can work better in the
firm. Skilled people perform well and contribute well in raising productivity of business.
Furthermore, enterprise takes interview which helps in analysing skills of person effectively.
Experienced and knowledgeable people work hard in organisation which supports in increasing
productivity level of organisation. Furthermore, reward management assists in motivating staff
members and making them loyal towards the brand. By this way they work better in a team
which helps in completing task on time and effective utilisation of resources.
Performance appraisal programmes in Burberry boost the employees output, employees
become more focussed and committed in their work and contribute greatly in organisation's
productivity. Performance appraisal does a SWOT analysis of employees which in turn gives a
scope to identify the improvements to be implemented in performance. An improved workforce
generate greater productivity which in turn result in greater revenue and greater profit (Cascio,
2015.).

LO3
P5 The importance of employee relations in Burberry in influencing HRM decision making
External and internal factors affecting HRM decision making
Government regulations- This includes, laws, rules and regulations which has been implemented
by government and can impact decision making of HR. Like for example HR of Burberry can
implement policy like that no employee will work in hazardous working condition as it can
hamper the working environment of organization
Technology- Advancing technology can also lay impact on HRM decision making. They have to
make sure that all the training methods which has been used by them are technological advanced
and easily understood by the workers. This can also assist firm in retaining employees and
reducing employee turnover.
Employees Relations refers to the effort of company for the management of relationships
between employees and employer. Employee relationship program helps Burberry to provide fair
treatment to its all employees which retains employees in the organisation.
Importance of Employee Relation: When there is strong and healthy relationship
between employees and employers, it facilitates decision making in Burberry. When employees
enjoy each other’s' company, it results in fewer conflicts in the workplace and decision making is
improved. The employee's relation programmes empower employees to share a flexible relation
with its employer and bring innovative ideas to contribute in better decision making. A good
employee and employer relationships in Burberry's establishing scope of delegation of work.
Sharing of responsibility and authority facilitates effective decision making in Burberry. An
employee feels the sense of ownership in company when it shares a good relationship with
employers and hence is motivated to work for the welfare of Burberry and support decision
making in its stake. For example: Good employee relations in Burberry facilitates employer to
implement technological updating decisions in the company.
Employee relationship or engagement is always beneficial for organisation. Burberry
gives appraisal to its workers on the bases of their performance. This supports in developing their
confidence and developing healthy bonding within. Burberry evaluate performance of staff
members and give them rewards accordingly. Such HRM practice aids in motivating staff and
making them loyal towards the brand. By this way people feel connected and it develops strong
relationship between employees and employer. It influences HR decisions of performance

management because HR manager of Burberry has to evaluate working of person carefully so
that relationship does not get affected.
Employee relationship also influence other HR decisions such as recruitment. If there is
strong bonding, then people will like to work in organisation for longer duration then firm will
not have to spend much on hiring new candidates because existing workers will work her for
lengthy period hence it is beneficial for the Burberry.
Employee engagement or relationship also influence HRM flexibility decision, as people
will share their feeling with management, if they have good bonding then HR will get to know
needs of workers and would be able to provide them flexibility accordingly.
Zinger Model of Employee Engagement – The model provides 12 key factors the
company should follow to achieve significant results. The factors consist of to achieve results,
craft strategies, enliven roles, excel at work, get connected, being authentic, live recognition, full
engagement, identification with organisation, serve customers, personal development and
attainment of happiness. These all factors improve the involvement and dedication of employees
in the organisation (Banfield, Kay and Royles, 2018). Burberry has to follow employee
engagement tools in order to retain staff in organisation for longer duration.
Atkinson's Flexible Model is an organisational tool used for optimum allocation of human
resources according to the market instability and the workforce flexibility. It compromises of 3
types of flexibilities :
Functional Flexibility : This is associated with management relocating core workers
between multiple tasks and developing functional flexibility within employees by increasing
training and providing flexible working hours. If Burberry gives functional flexibility to its staff
members, then people will be able to make balance between their work and personal life. This
will raise their commitment and will make them positive towards the firm. Hence it give benefit
of increasing retention of workers in organisation. HR will also be able to make changes in
workplace easily because more committed person will be able to accept changes without
resistance.
Numerical Flexibility : It is associated with matching labour demands with the number of
employees under the contract of the company. This is achieved through short term contracts and
outsourcing. This type of flexibility will help in fulfilling needs of employees, by this way they