Burberry HRM: Workforce Planning, Selection, and Employee Relations

Desklib provides past papers and solved assignments for students. This report analyzes Burberry's HRM practices.

Human Resources Management
1

Table of Contents
LIST OF FIGURES.............................................................................................................................4
INTRODUCTION............................................................................................................................. 5
OVERVIEW OF THE COMPANY.......................................................................................................6
LO1.................................................................................................................................................6
P1. EXPLAINING THE PURPOSE AND FUNCTIONS OF HRM APPLICABLE TO WORKFORCE
PLANNING IN TERMS OF RESOURCING......................................................................................6
M1. EXPLAINING AND IDENTIFYING THE FUNCTIONS OF HR FOR FULFILLING THE OBJECTIVES
OF BUSINESS............................................................................................................................ 10
P2. STRENGTHS AND WEAKNESSES OF SELECTION AND RECRUITMENT APPROACHES...........11
M2. EVALUATING THE STRENGTHS AND WEAKNESSES APPROACHES OF SELECTION AND
RECRUITMENT......................................................................................................................... 13
LO2............................................................................................................................................... 14
P3. EXPLAINING THE BENEFITS OF HRM PRACTICES IN CONTEXT TO EMPLOYEE AND
EMPLOYER............................................................................................................................... 14
P4. EVALUATING THE EFFECTIVENESS OF THE HRM PRACTICES FOR RAISING PROFIT AND
PRODUCTIVITY......................................................................................................................... 16
M3. EXPLORING THE METHODS USED IN HRM PRACTICES......................................................18
LO3............................................................................................................................................... 19
P5. ANALYZING THE IMPORTANCE OF RELATION OF EMPLOYEE IN CONTEXT TO INFLUENCE
THE DECISION MAKING OF HRM..............................................................................................19
P6. IDENTIFYING THE ELEMENTS OF EMPLOYMENT LEGISLATION AND ITS IMPACT ON THE
DECISION MAKING OF HRM.....................................................................................................21
M4. IDENTIFYING THE KEY ASPECTS OF EMPLOYEE RELATIONS AND EMPLOYMENT
LEGISLATIONS.......................................................................................................................... 23
LO4............................................................................................................................................... 24
P7. ILLUSTRATING THE APPLICATION OF HRM PRACTICES BY USING EXAMPLES....................24
JOB ADVERTISMENT.............................................................................................................24
JOB DESCRIPTION.................................................................................................................25
PERSON SPECIFICATION.......................................................................................................26
CURRICULUM VITAE.............................................................................................................27
INTERVIEW QUESTIONS.......................................................................................................28
2

JOB OFFER LETTER............................................................................................................... 29
M5. PROVIDING A RATIONALE FOR HRM APPLICATIONS........................................................30
CONCLUSION............................................................................................................................... 31
REFERENCES.................................................................................................................................32
3

LIST OF FIGURES
Figure 1 Functions of HRM.............................................................................................................6
4

INTRODUCTION
This report conveys the concept of the HRM within the organization of BURBERRY. This report
will lay emphasis on the functions and practices of human resource management with their
roles and responsibilities. The report will provide the HRM approaches in workforce planning,
training and development, selection and recruitment etc. This will also highlight the scope of
human resource in the process of hiring employees, managing relations, motivation etc.
This report will evaluate the approaches of human resource management for the effectiveness
of employee’s engagement and the working issues will also get enhanced by the practices of
human resource for the profit and productivity of the organization. This will show the
effectiveness of analyzing the internal and external factors by the help of human resource
elements which affect the decision making of the HRM. This report will also focus on the
aspects of employment legislation for improving the relation of employer and employee with
respect to the organizational benefit.
5

OVERVIEW OF THE COMPANY
The report carried the overview of the organization BURBERRY as well as the aspects of the
functions of human resource management that impact on the company. BURBERRY is a British
fashion brand store and a type of public company in London (BURBERRY, 2017). It was founded
by Thomas Burberry in the year 1856. The company serves its services and its products such are
clothing, accessories, cosmetics and perfumes all over the world. Burberry is listed on the
London stock exchange and ranked 73rd in the Global brand reports of Interbrand and has
acquired 51 countries all over the world (BURBERRY, 2017).
LO1
P1. EXPLAINING THE PURPOSE AND FUNCTIONS OF HRM APPLICABLE TO
WORKFORCE PLANNING IN TERMS OF RESOURCING
As a human resource manager at Burberry, this selection will cover the purpose and scope of
the human resource and its applicability with workforce planning (BURBERRY, 2017).
Human resource management is the department or formal structure of management which
manages the resources as well as the employees of the organization. According to Collings
(2018), human resource is a strategic method of managing the employees effectively for gaining
the competitive advantage and maximizing the employee’s performance for the achievement of
the employer’s strategic goals (Collings, 2018).
The function of human resource management is to maintain and develop coordination between
the employees and the management for working simultaneously and effectively for achieving
6

the objectives of Burberry. It also focuses on the satisfaction and requirements of the
employees in the internal environment (Collings, 2018).
7

Functions of HRM
It includes majorly 2 functions these are an operative and managerial function. The operative
functions of human resource performed under Burberry are employee welfare, performance
appraisal, training and development, labour relations, maintenance and personal record and
research (Collings, 2018). The managerial functions are planning, organizing, directing,
controlling and hiring the employees.
Figure 1 Functions of HRM
(Source Collings, 2018)
The workforce planning refers to the continuous procedure within the Burberry which helps to
identify the needs and requirements of the organization on the basis of size, type and quality.
The major functions of HRM in the application of workforce planning are:
Planning: planning is dynamic in nature and workforce planning helps the HR department at
Burberry in making and deciding a plan which is relevant for the organizational situation
(Collings, 2018).
Staffing: the need for recruitment within the organization of Burberry examines by the
workforce planning and the HR department starts the process of recruiting the employees.
8
HRM functions
PLANNING
STAFFING
MOTIVATING
MANAGING
RELATIONSHIPS

Motivating: this is the most important function of a human resource where workforce planning
helps the HR department in guiding and motivating the employees when there is a need to do
so (Collings, 2018).
Performance appraisal: the employees get satisfaction towards the job by the appraisal system
based on the performance in the management and workforce planning helps in providing the
rewards to the employees after evaluating the performance (Collings, 2018).
Managing relationships: workforce planning helps in managing the relations of the employees
and the employer for the betterment of the organization as well as for the benefit of the
employees (Collings, 2018).
Purpose of HRM:
Staffing: the responsibility of HRM in Burberry is to hire the employees by creating and offering
a position by defining the roles and responsibilities of the job and examine the skills and
knowledge of the applicant needed for the particular position in the organization (Clair and
Milliman, 2017).
Compensation: the employees at Burberry always concerned about fair and equal pay. The HR
department helps the employees by checking and identifying the changes in the payment
procedure of the organization and under the fair labour standard act, the human resource
manager provides the fair payment to them (Clair and Milliman, 2017).
Benefits: human resource managers always try to provide benefits to the employees for their
job satisfaction and fair payment. The employees at Burberry are getting the benefits in terms
of insurance, retirement plan etc. (Clair and Milliman, 2017).
Law compliance: Burberry is responsible for the safety and fair treatment to the employees.
The company can reduce its cost by providing better facilities to the employees for their safety
purpose under the U.S. Occupational Safety and Health Administration (Clair and Milliman,
2017).
9

The scope of HRM at Burberry:
 The personal aspect is concerned with the business about the process of planning,
staffing, selecting, recruiting, transfer, placement etc. (Clair and Milliman, 2017).
 Welfare aspects are concerned about the working condition of the workers includes
canteens, housing, transport, health and safety etc. (Clair and Milliman, 2017).
 Industrial aspects include the relations of union-management by grievances etc. (Clair
and Milliman, 2017).

10

M1. EXPLAINING AND IDENTIFYING THE FUNCTIONS OF HR FOR FULFILLING THE
OBJECTIVES OF BUSINESS
Human resource management is recognized as an essential part of the management which is
concerned with the resources of the organization (Clair and Milliman, 2017). The main
objective of HRM is to maintain better human relations within the organization by evaluating
the policies, procedures and programs, training and development in relation to optimizing the
contribution of the human resource towards the attainment of the objectives of the
organization (Clair and Milliman, 2017).
Roles and responsibilities of human resource management:
 The HR manager develops the strategies or plan for the benefit of the best-fit approach
to the organization (Noe et al., 2017)
 The main function of HR is to support the Burberry in gaining a competitive advantage
and increasing the profit and productivity
 The HR is responsible for the selection and recruitment of the best candidate for the
organization (Noe et al., 2017)
 The HR focuses on the strategies that are suitable for situations with the process of
operation and culture
 The HR managers provide training and development facilities to the employees for the
benefit of the organization as well as of the employees (Noe et al., 2017)
 They guide and motivates the employees for performing well in context to increase the
productivity of the Burberry (Noe et al., 2017)
 They announce the reward system within the organization for the employees by
evaluating their performance (Noe et al., 2017)
11

P2. STRENGTHS AND WEAKNESSES OF SELECTION AND RECRUITMENT APPROACHES
SELECTION PROCESS
The process of selection includes the selection of the best candidate for the right job at the
right time at Burberry by evaluating and identifying the candidate on the basis of their
qualification, experience and capabilities. The selection process at Burberry includes primary
interview, getting candidates, screening of applicants, employ test, interview, orientation
checking, medical examination and the final selection (Ekwoaba et al., 2015).
RECRUITMENT PROCESS
The process of recruitment at Burberry involves the approaches of internal and external for the
selection.
Internal recruitment: This is the process of hiring the candidates within the organization. The
HR department at Burberry plans to recruit the employees from the management for the
benefit of the existing employees as well as the organization. This process of internal selection
is easy and conducts at any time and at any place within the organization (Ekwoaba et al.,
2015).
Strengths Weaknesses
 It consumes less time
 The employees are effectively trained
and motivated
 It saves the cost of checking
backgrounds (Ekwoaba et al., 2015)
Example: The internal recruitment
process provides benefit to Burberry, as
this is not the lengthy process and
involves the existing employees so they
do not need training and development.
 It results in conflicts between the
employees
 It may create differences between the
employees and the management
 Bound the groups of members
Example: The external recruitment process
affects the Burberry as the workers start
opposing each other and not concentrating on
their work (Ekwoaba et al., 2015).
12