Employee Engagement and Conflict Resolution: A Report on H&M

This report provides an in-depth analysis of employee engagement within Hennes & Mauritz (H&M), a multinational clothing retailer. It begins with an introduction to employee engagement, emphasizing its importance in fostering positive relationships between employees and management, with the aim of achieving organizational goals. The report then explores H&M's specific approach to employee engagement, including its aims, which encompass aligning employees with company values, boosting productivity, improving work conditions, and retaining staff. It also examines the legal regulations relevant to employee engagement, such as equal pay and health and safety laws. The report further discusses conflict resolution methods employed by H&M, including confronting, competing, compromising, and smoothing techniques. Finally, it offers recommendations for enhancing employee engagement, highlighting the benefits of conflict resolution in terms of cost reduction, top performer retention, productivity increases, risk management, employee independence, and time-saving. The report concludes by summarizing the key findings and emphasizing the impact of employee engagement on business performance.

Introduction to HRM
(Employee engagement)

Table of Contents
INTRODUCTION ..........................................................................................................................1
MAIN BODY...................................................................................................................................1
RECOMMENDATIONS ................................................................................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Employee engagement is considered as a workplace approved and a fundamental concept
within which organisation make efforts to formulate formative relationship between employees
and management with an aim to accomplish organisational goals with a collaborative
contribution. Main motive behind employee engagement is to enhance sense of wellbeing and
increase satisfaction of employees towards their rules and responsibility. With the help of
employee engagement organisation can develop emotional commitment with workers and can
significantly enhance their level of passion, commitment and loyalty. By engaging employees in
essential aspects or decision-making processes organisation can retain talented experienced and
potential employees for longer period of time.
Hennes & mauritz is a Swedish multinational retailer that deals in clothing products for
women, men, teenagers and children. It is founded in 1947 by Erling Persson with its
headquarter in Stockholm, Swedish.
This report is based employee engagement. The aim and legal regulation of H&M is
discussed in terms of engaging and retaining employees with consist of cost & benefit.
Furthermore employees retaining methods are suggested with required time and cost.
MAIN BODY
Engagement of employees benefits an organisation in terms of maximizing safety of interest
towards their job. It also can allow company to develop better employer-employee relationship
through which form can retain potential and talented employees for a longer period of time. It
will significantly enhance company brand image in respective market segment. In addition to this
it has been identified that employee engagement increase overall productivity organisation as it
allows company to improve retention rate through which they can enhance overall revenue of
organisation in an effective manner. It has been identified that happier employees facilitate
company to serve customers in more effective manner.
This analysis is based on the topic “employee engagement”. It consist as the term that
helps to establish effective situations for human resources within a firm so as to obtain best from
them each day, committed them towards goals & objectives of firm and encourage them towards
contribution in business success ( Employee Engagement, 2020). it is important for respective
business to know the significant role of its employees in achievement of goals and objectives and
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involve & engage them in vision, mission & objectives, decision making process for building
effective relationships with them.
In context to H&M it is explained that it faces the situation of conflict between
employees and management due to harsh behaviour from their manager. Thus, the motive of this
report is to engage employees in decision-making process of conflict resolution.
Aim of organisation 100
The purpose of respective firm is to build healthy relationships between management and
staffs so as to obtain effective performance and productivity performs by employees. It can be
possible through engaging employees within decision making process and appreciating their
work. In context of H&M following are the purpose of firm regarding employees engagement: Align employees with goals and values of firm: The goals and values of each and every
organisation are unique and different. Aligning employees with goals and objectives of
firm helps to reflect clear perspective of firm that what it wants to achieve. In context of
H&M the aim behind employee engagement is to align its human resources with values
and objectives of firm so as to give better sense to its employees regarding team works.
This helps to engage employees within organisation with clear picture of what to do
(Brunstein, 2016) . Employee productivity: Employees who are productive for firm gives more than thy take
form then firm. These are the employees that participate in every task and perform their
best for achievement of business objectives. Thus in terms of respective firm the aim of
employees engagement is to make them productive towards business so as to attain their
immense contribution within the success of firm. Improve work conditions: Through healthy and secure work conditions, teamwork,
healthy relationships at work place, all are collectively manage engagement and
productivity. Thus it is important to improve all these factors constantly. In terms of
respective organisation the another purpose is to provide them effective work conditions
for employee engagement and better productivity (John and Taylor, 2016).
 Retaining staff: Another important purpose of respective organisation is to make
employees feel comfortable and making them realise that they are part of organisation.
This will help respective organisation in retaining employees for long time so as to take
advantages of their skills & knowledge.
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With the help of all these practices H&M is aiming towards engaging employees in the
decision-making process and have lower absenteeism. With the help of these practices company
is looking forward reduce employee absenteeism and increase their loyalty towards organisation.
Furthermore it has been underlined that by engaging employees H&M can have better quality of
work and can make employees to work harder towards their roles and responsibility.
Legal regulations
In order to effectively enhance the level of employee engagement in organisational
workplace premises H&M is looking forward to strengthen safety and security of employees by
placing certain rules and regulation in organisational workplace structure. Main aim behind this
is to make sure that rights of employees are effectively protected. With the help of these
regulations H&M not only enhance safety and security among employees but can also increase
their satisfaction towards company (DeCenzo, Robbins and Verhulst, 2016). Equal pay: It refers as the men and women should receive equal pay who performing
same employment work within a firm. Because of discrimination at work place may leads
the negative feeling in employees minds that forces them to leave the firm. Thus in terms
of H&M has the provision for equal pay for the same work irrespective of gender, colour
and race. This ensure the sustainability of employees and helps to gain effective
productivity produce by them. Health & safety law: Based on Britain health and safety act set out the general duties of
employers with respect to their employees so as to secure the interest of employees. Due
to unhealthy or pressurise working environment employees feels to not stick with firm.
Thus in terms of engaging employees it is important to secure and protect their interests.
In context of H&M provide proper safety and healthy work environment in order to
protect physical as well as emotional well being of its employees (Meyer and Xin, 2018). Communicate: Keeping employees informed about important decisions, goals and about
going insights helps the firm to feel employees connected and values towards firm. In
terms of engaging employees respective firm timely communicate the important
information with its employees. This leads to building trust among employees and they
can feel themselves a part of firm that motivated them for stay long.
 Reward and recognition: In terms of engaging employees it is important for H&M to
distribute them effective rewards timely. In a report of 2015 it is found that employee
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engagement levels and recognition programs have been shown to develop 21% of higher
retention rate, 27% higher profits and 50% higher sales. Thus rewards and recognition is
significantly important for engaging employees and gain productive results.
Conflict resolution methods
Conflict resolution is defined as the conceptual method that reflects peaceful solutions
between parties who indulge in conflict due to some personal, financial or emotional reasons. It
is important for effective performance and productivity of firm based on cooperation and
coordination between human resources work for accomplishment of common goals. Following
are the ways used by H&M in order to resolve conflicts:
1.Confronting: It is the effective technique, where one of the party. In this technique of parties
are involved who have different opinions and views, they come forward and discuss and discuss
the problem openly based on intention to resolve conflict and to find best solution for whole
team (Mondy and Martocchio, 2016). In context of H&M can use confronting method for
resolving conflict among employees through rising emotion for sole intention in order to
evaluate bets way for teams. Advantages of it fir H&M includes saving the cost of firm, raising
confidence of employees, realising emotional burden of employees, helps to build effective
relationship between management and subordinates. It also helps the firm in terms of ensuring
smooth flaw of business functions which leads to effectiveness in business.
2.Competing: Based on power and authority a person can force others to other's opinions to
resolve conflict. Person who have authority and power may not give chance for other party to
win the conflict. Thus it can H&M in the situation, where conflicts are not necessary. Due to use
of power and possession by one party may leads to emotional burden for another person. Thus, it
is not much beneficial approach (Morgeson, Brannick and Levine, 2019).
3.Compromising: This is also a beneficial technique of resolving conflict within which
management influence both the parties for compromise on personal grudges and decide to give
up on something and evaluate best suited solution based on mutual discussion. Compromising is
an effective method of resolving conflict will be beneficial approach of H&M as per providing
effective solution with mutual coordination and saving the time and efforts of management
(Shamim and et. al., 2016).
4.Smoothing: It is also an beneficial technique that helps in resolving conflict, where one of the
party involve in conflict try to smooth surroundings with us of inspiring and kind words that
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emphasized towards agreement words to resolve conflict (Noe and et. al., 2018). In term of
respective business it significant method based on distrust and where there is no party taking step
to resolve conflict by own. Advantages of this method for H&M may includes formulating
healthy work environment, building co-operative behaviours among employees, helps to
encourage and motivate employees for being professional and resolve conflict for personal as
well as professional benefits.
RECOMMENDATIONS
Employee engagement play most important role for an organisation irrespective of its
size and scope. There are some certain recommendations through which H&M can effectively
enhance employee engagement in organisational workplace premises. Practices like retaining top
performance employees managing risk of employees by dealing with conflicts and their issues
and making employees independent to undertake decisions are some of the effective strategy
through which H&M can enhance employee engagement in company.
Benefits of this conflict resolution approach in context of H&M : Reducing cost of firm: In terms of respective organisation conflict resolution helps in
increasing the ability of taking better decisions which leads to more effective
implementation of new business initiatives. Thus, enhancing decision-making of
employees will automatically minimising cost included in recruitment and training of
new staffs. Retain top performance: Using effective method for resolving conflict among employees
helps in strengthen managerial and supervisory relationships in respective organisation. It
helps in engaging teams in decision-making and formulates effective communication
between them. Increases productivity: In context of H&M resolving conflicts will leads to take better
decision and foster environment to generate innovations which helps in increasing
productivity of business. Managing risk: H&M can make its employees able to deal with specific problems.
Conflict resolution helps in preventing aggression, violence that can become a cause of
painful legal obligations. Thus, solving conflict is important for preventing business from
legal risks.
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 Making employees independent: In terms of respective firm resolving conflict is
important for making employees independent. Through engaging employees in conflict
resolution process increases the ability of parties to know how to show professionalism
and avoid issues which impacts their work performance and entire organisation.
 Saving time : H&M can able to save time by resolving conflicts so as to maintain
effectiveness and smooth functioning of business operations. This added a value in
successful management and control of human resources within organisation.
CONCLUSION
As per above report it is observed that employee engagement has prominent impact over
business position based on effective performance and productivity of employees. Aims of
respective organisation are considered within the report so as to engage employees that leads
effective performance and productivity of employees. Furthermore legal regulations and conflict
resolution ways are explained so as to improve employee engagement within firm. Moreover
benefits of conflict resolution are provides that reflects effectiveness of respective business
organisation.
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REFERENCES
Books and Journals
Brunstein, I. ed., 2016. Human resource management in Western Europe (Vol. 68). Walter de
Gruyter GmbH & Co KG.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of human resource
management. John Wiley & Sons.
John, R. and Taylor, B., 2016. Human resource management.
Meyer, K.E. and Xin, K.R., 2018. Managing talent in emerging economy multinationals:
Integrating strategic management and human resource management. The International
Journal of Human Resource Management. 29(11). pp.1827-1855.
Mondy, R.W. and Martocchio, J.J., 2016. Human resource management. Pearson.
Morgeson, F.P., Brannick, M.T. and Levine, E.L., 2019. Job and work analysis: Methods,
research, and applications for human resource management. Sage Publications.
Noe, R.A. and et. al., 2018. Fundamentals of human resource management. McGraw-Hill.
Plaskoff, J., 2017. Employee experience: the new human resource management
approach. Strategic HR Review.
Shamim, S. and et. al., 2016, July. Management approaches for Industry 4.0: A human resource
management perspective. In 2016 IEEE Congress on Evolutionary Computation
(CEC) (pp. 5309-5316). IEEE.
Online
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employee-engagement>./
human resource management. 2020. [Online] Available through
<https://searchhrsoftware.techtarget.com/definition/human-resource-management-
HRM>./
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