Human Resource Management Report: Debenhams' HRM Strategies

This report provides a comprehensive analysis of human resource management (HRM) practices within the British multinational retailer, Debenhams. The report begins by exploring employee motivation and engagement, examining the application of Herzberg's two-factor theory, McClelland's theory of needs, and the Zinger model. It then discusses the impact of Brexit and social media on recruitment strategies, offering recommendations for the HR department to create high-performing teams. Finally, the report evaluates various practices suitable for Debenhams to adopt work-life balance, diversity, and talent management, including setting boundaries, encouraging open communication, and implementing employee empowerment strategies. The report aims to provide insights into how Debenhams can improve its HRM practices to enhance employee satisfaction, engagement, and overall organizational success.

Human resource management.

INTRODUCTION
Human resource management is the main and important part of the company which is
help to manage whole human resource in proper manner. It is the strategic approach to the
effective management of people in a company or the organization such that they help their
business gain a competitive advantage. The present report is based on “Debenhams” which is the
British multinational retailer operating under a department store format in the UK. Company
deals in various products such as fashion clothing, shoes, accessories, cosmetics and home
furniture Bratton & Gold (2017). The company recently develop store with new CEO Stefaan
Vansteenkiste is determined to increase the levels of motivation and engagement among the
staff. For that report will cover two motivational theories. This will also consider the impact of
Brexit and social media having on the recruitment and recommended strategy for HR department
in order to create high performance working team. At the end of report, this will critically
examine and evaluate the various options and practices suitable and feasible for company by
creating work life balance and diversity as well as talent management.
TASK 1
Analysing the theories of employee motivation and engagement and its implication in
Debenham.
Employee motivation and engagement is key element of organization success. The
company Debenham is developed store and new CEO of company is analysis that the employees
requires higher level of motivation and engagement, because they think this help to employees
for giving their hard contribution for achieve organizational goals and objectives in effective
manner. For that, here is includes two types of theories which are help to motivate employees
and building positive employee engagement with them. Those are as follows:
Herzberg's two factor theory McClelland theory of needof motivation:
Herzberg motivation theory has the two factors which an organization can adjust to
influence motivation in the workplace Cascio (2015). This creates more effectiveness for the
business and for its growth factors.
Motivation factor: this is the presence of motivation causes employees to work harder
which are found within the actual job itself. This includes various factors which are help to
maintain motivation at workplace in an effective manner. Factors of motivation are as follows:

 Achievement: The proper job must gives an employee a sense of achievement. This help
to provide the proud feeling of having something difficult but worthwhile. Stefaan is use
this factor of motivation at Debeham is help to motivate employee for achieve goals of
company.
 Recognition: A job is provided an employee with praise and recognition of their
successes. This recognition should come from both their superiors and peers. This type of
motivation is help to employees for giving their hard contribution. Company manager
should provide recognition to their employee for motivate them.
 Responsibility: more responsibility is also helped to motivate employees. In this, Stefaan
should provide specific responsibility to employee through that they think they are
valuable for company Chelladurai & Kerwin (2018). That is provided proper motivation
to them, that is helpful and effective for manager to achieve goals and objective for
Debeham.
Hygiene factor: in the absence of this factor will because of employee to work less hard.
These are not present in the actual job itself but surround the job for the business and for its
growth factors. This includes various factors which are as follows:
 Company policies: these should be fair and clear because that is main reason which is
increase employee retention at workplace that is called favouritism. For example manager
of Debeham is done unfair behaviour with employee is creates negative impact on
employee and demotivated them. This creates more problems and issues for company. In
this way, manager should give a fair treatment to employees is provided the higher
motivation and best employee engagement at workplace.
 Relationship: this creates the more and effective growth for company, but in the
company it not is tolerance for bullying and cliques Noe & et.al., (2017). The healthy,
amiable and appropriate relationship should exist between the peers and superiors. This
help tom provide the best and effective growth to employees with motivate them with
workplace.
Herzberg's two factor theory McClelland theory of need:
This theory is individual specific need which are acquired over their time and shaped to
the one experience life. This is most effective theory which is help to understand needs and

wants of individual within the Debeham company . This assist with different factors those are as
follow:
Achievement: The achievement is the most important factors which is help to give proper
motivation to people by providing their wanted job position in organization. Because, achievers
are able to avoid lower risk and focus on work in an effective manner.
Power: every employee in organization need power for handle work independently. This
help to make and provide the best motivation to its employees Sparrow, Brewster & Chung
(2016). This is best and effective for employees in order to provide proper motivation.
In order to build proper and effective employee engagement at workplace is help to
positive and effective employee engagement. For that here is select Zinger model of employee
engagement:
This model is help to build positive and effective employee's engagement at workplace in
order to build positive works. This consists with 12 keys that Stefaan must follows to achieve
significant results: Achieve result: This result is achieved by higher level of employee engagement is the
ultimate aim of model. As per that manager has to improve their own and creates work
for management. Craft strategy: crafted strategies are help to achieve higher level of employee
engagement is the first and foremost task. That is involved various planning for fulfil
needs of employee. Enliven Roles: Employees are love their role and work which is sounds interesting to
them. In that manager of company redefining task and responsibility in manner that
eliminates the elements of boredom from their job. Excel at work: at this, motivating employed are performed their task in systematic
manner to achieve goals Zinger Model of Employee Engagement (2018). Get connected: Managers must remain connected to their subordinate that as per that they
can share their problems and ask for advice to perform task. Be authentic: it is most important for manager to being real and genuine which is
expected from a leader in an effective manner.
 Live recognition: recognizing employees are always in the front of everyone not only
boost their moral but also encourage them to stay with organization.

 Fully engage: at this stage, employees are fully engaged with employees in the fastest
possible way only employee are fully engaged. Serves customers: engaged employees are serves best services to customers in the best
possible manner. Develop personally: proper engagement of employees is developed proper personalty of
employees in an effective manner.
 Attain happiness: at the end, employee and whole staff are happy as well as satisfy
employee are the most important assets of an organization.
TASK 2
Discussing impact of Brexit and social media of recruitment with recommended strategy for HR
department for create high performing working team.
The Brexit and social media are highly affected to employee recruitment in negative
manner. This creates more issues and problem for employee and Debeham company's
recruitment process. Its description are as follows:
Illustration 1: Zinger model
(Source: Zinger Model of Employee Engagement, 2018)

Brexit impact of recruitment strategy:
This affect to recruitment strategy of the Debeham in negative manner because there are
certain reason candidates and client will see no noticeable changes within the recruitment
strategy Bratton & Gold (2017). This creates negative impact on recruitment because there is not
have direct effects on recruitment. This increase the demand for temporary work. Whilist the
domestic seems to be the largely stable and growing the pre referendum rates the pool of
overseas talent is displaying the diminished interest of people.
Social media impact of recruitment strategy:
Social media is the best key of recruitment process because this provides proper and
effective opportunities and challenges for employers. This potentially offers speed, ability and
efficiency to target and attracted specific for suitable candidates. This is more effective and
valuable but most of the time this creates negative impact on the Debeham company because
company have not guidance and tools for online recruitment as well as not make any strategy to
improve it's at workplace in an effective manner. This is if company is not follow proper and
effective social site for their recruitment process than it affect to business in negative manner.
The company have to follow and can implement an effective social media recruitment
strategy for develop its recruitment process Cascio (2015). For example: in that company
manager need to put the details and information about vacant post on social site and their official
site and check its comment box on daily basis is help to know about interested candidates in an
effective manner. Through that manager have proper idea and growth to manage work and able
to hire talented candidates for team work and for their vacant post. There are various strategies
which are help to creates high performance working team at workplace are as follows: Clarify values and communicate every day: values added to activities make a company a
better place to work and more profitable. Their values behaviour day in and day out. The
HR department of Debeham need to share values of work with staff is help to create high
performing team at workplace Chelladurai & Kerwin (2018). Encourage open and positive communication: the communication is another important
and effective part of the company which is help to share idea but not information. This
communication is belonged with problems. The HR department of company need to
create open communication where employee can share their problems and issues in order
to find the best solution. This help to create positive working team and environmental.

 Employee empowerment: As a leader and HR manger, employees and followers have to
trust in their decision to positively impact them. But at the times they expect to feel
empowered to make those important decisions which are directly or indirectly related tgo
them. The HR department need to consider this strategy which are provided required
training to employee, do not avoid small talk, allow freedom within the limit,
communicate the proper vision and show the trust them.
Those are the best strategy which are need to HR department should use for create high
performing working team at workplace. High performing team is help to make effective and
valuable growth for business, and they contribute for achieve goals and objectives of company in
an effective manner by motivating them.
TASK 3
Evaluate various practices that are suitable and feasible for Debenham in order to adopt work-
life balance and diversity and Talent management
a) Work-life balance and diversity
Work life balance is the equality between the time that employees spends for working
and for their personal life. Having work life balance helps the business to improve their staff
motivation, increases the staff retention rates, reduces the absence of employees at work and also
helps the business to attract new talent towards the business. The right to request for flexible
working is designed in order to encourage the working employees to have work life balance.
There are different practices that Debenham need to follow in order to have work life balance
and these practices are as following:-
 Set boundaries with your clients:- Debenham have to make sure that the employees are
having clear boundaries with the respective customers as it helps the business to make the
employees highly productive and happy at the workplace. This also boost productivity
and retention of the working employees and in order to continue the same, business is
required to define specific business hours. During the holidays, selected employees who
are interested to help the company must be given their tasks. Business is also required to
encourage unlimited holidays for the employees as this also helps the employee to be
more productive during their working hours Deery and et.al., (2018).

 Restrict employees hours:- Business is required to restrict long working hours at
Debenham as it may leads to slipping of the productivity and will also increase the stress
level of the employees. In order to overcome the restfulness of the employees and to
increase the productivity, employees hours are required to be flexible that is about eight
hours per day.
 Allow flexibility for overtime:- There are many employees who work late in busy
season and that leads to burning of both manage and employees. However, this brings
opportunity for the Debenham to make huge sale and profitability, but it reduces the
potential of customers to work effectively Shanafelt And et.al., (2015).
 Work remotely:- Business is required to work remotely by investing in employee
technology so that all the things work remotely by reducing the overload on the
employees. With the help of project management tools, Debenham is able to make an
effective communication between the different team members while they work remotely.
Allowing the team members to adapt their working hours is generally appreciated by the
employees and they produce better work for the business.
 Promote health initiatives:- Debenham is required to prioritize the health of the
employees. Long working hours generally force the working employees to avoid their
health and it is the responsibility of the organization to helps its workers to maintain a
healthy lifestyle Mas-Machuca, Berbegal-Mirabent & Alegre (2016).
There are different practices that Debenham need to follow in order to promote work
place diversity and these practices are as following:-
 Establish a sense of belongingness:- Debenham is required to establish a sense of
belongingness and for the same they have to work in making connections with the
employees by understanding their culture and religion. By making the employees feel as
part of the family leads to, greater engagement and employees comes with different
creative ideas for the business Boehm & Dwertmann (2015).
 Empathetic leadership is key:- Empathetic leader is one who cares for its employees
and work effectively to create a strong bond with them. By getting with the employees
intellectually and also emotionally helps the business to promote diversity as all the
employees work effectively.

 Create work environment where different perspective are been valued:- Debenham
is required to create its work environment as it helps the business to retain diverse talent
and have different creative ideas to solve a single business issue. Business is in need to
understand how the employees wish to treated by the managers and according they have
to treat them.
 Make diversity as part of business brand:- Debenham is required to make diversity as
part of their brand and for the same business is required to show concern for the
employees by promoting volunteerism and raising their funds. For the same business can
encourage internship and scholarship at the work place as it helps the business to hire
different interns from a diverse environment Guillaume & et.al., (2017).
 Maximize joy and connection, minimize fear:- Business is required to maximize joy
and connection at the workforce and minimizing the fear of managers and leaders also
helps the business to bring diverse working culture.
 Remember that diversity is more than race:- Debenham is required to have clearly
understanding that diversity is not only about the race, but it also includes religious
background, genders, nationalities etc. Business is required to work effectively in keeping
a balance between the number of males and females working at the firm and have to work
on their hiring process, by hiring female candidates and to maintain the work place
diversity.
 Provide diversity training:- There are different training sessions that business can
arrange for the working employees and managers in order to make them aware about the
work place diversity and its importance. This helps the employees to retain long period in
the business and creates a welcoming environment at Debenham.
b)Talent management
The talent management is the anticipation of requirement of human resources for the
business and this management of talent helps the business to plan in an effective manner in order
to meet the needs of the organisation. Recruiting, retaining, developing, rewarding etc. are all
part of talent management. The different practices that Debenham can adopt in order have
effective talent management are as following:-

 Align individual and organisational goals and track their progress:- Debenham is
required to align the goals of an individual with respect to the organisation as it is the
most important part to manage talent. Business is required to keep tracking the progress
of employees that they effectively contribute for organisational success. In order to track
the employees' performance, business is required to have an effective communication
with them. Company is required to get clear business goals and it the responsibility of
managers to align these goals on bases of the talent that employees have. Many time
giving a task to an employee that do not have skills to pursue the same, may affect their
performance and that finally leads to loss for the business efficiency. Base line is required
to be set for the employees for their personal goals as it helps them to get engaged in their
work and finish the same on time and with effectiveness. Business is also required to be
open with respect to the changes when the respective goals are not able to get aligned
with respect to the goals of the business. This helps the business to make new strategies
and work on them in order to achieve the business goalsBuse, Bernstein & Bilimoria,
(2016).
 Conduct regular review of the employees' performance and track the same:- It is
very important for Debenham to regularly review performance of the employees and
track them regularly. Giving performance appraisal to the employees work effectively as
they work effectively to achieve the goals and meet their development needs. Managers
are also required to give feedback to the employees so that they can make improvements
if requirement is there and accordingly can give their best performance. Appraisals also
helps the managers to identify those employees who are not performing effectively. This
also helps in making critical decisions for example workforce restructuring and also right
resizing of the business. There are different ways to track the performance of employees
either by monitoring them or by providing them self monitoring tools. This helps the
employees to have better understanding of the business goals and working effectively in
marching with the expectations of the business Boehm & Dwertmann (2015).
 Provide ongoing feedback to maximize performance:- It helps the employees to
maximize their performance and it also makes the appraisal performance faster and easier
to complete. Debenham is required to have quarterly and semi-annual reviews as it makes
the employees' performance more effective. The ongoing feedbacks have to be positive

and specific with respect to the task so that employees have a clear idea in their mind,
what actually they need to improve. This also helps the business to take the customers on
right track by positively motivating them. The feedbacks must not be any type of
judgement as it may negatively affects the customers' attitude and finally may leads to
poor performance of the employees. It should always be a two way communication
between employees and managers, so that managers are able to understand what is the
actual problem due to which employees are not able to perform the tasks in an effective
manner. It also provides the employees an opportunity to share their problems so that
manager may help them to overcome their issues so that they can work more effectively.s
 Invest in performance based development:- Business is required to invest in different
training sessions for employees and identifying the respective gaps in their skills so that
with the help of effective training these gaps can be overcome. Debenham is also
required to identify the critical competencies that are lacking behind in their working
employees and providing the training accordingly Deery & et.al., (2018).
 Identify and reward high performing employees:- If Debenham identify high
performing employees and accordingly reward them, they get motivated to work
effectively and their performance also get increased. Business is required to reward the
employees with salary hikes or giving them bonus for their effective performance. With
the help of these practices, business is able to retain its potential employees for long
period. Business is required to put efforts. Business is required to provide high
performance incentives to its employees and also can give work from home incentives to
its customers. This motivates them to take work from projects at home and work
effectively in completing their tasks on time and with their full potential in order to earn
incentives.
CONCLUSION
From the above study it is been concluded that Debenham stores need to apply the
theories of employee motivation and engagement in order to make their work more effective.
The theories that business may implement in order to motivate and encourage the employees are
Herzberg's two factor theory and McClelland theory of need. Report further concluded that there
is a great impact of Brexit and social media of recruitment on the business and there are different