Analysis of HR Practices and Their Impact on Mother London's Success

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Introduction to Human Resource
Management

TABLE OF CONTENTS
Introduction......................................................................................................................................1
Task 2...............................................................................................................................................2
a) Explain the role of HR practices in supporting the different forms of capital and how these
have contributed to the success of Mother. Discuss any potential drawbacks with Mother’s
approach to recruitment...............................................................................................................2
b) Evaluate the HR practices implemented at Mother with the theoretical perspectives of
SHRM. (A minimum of two will be expected). A discussion about the link between the
business strategy and HR strategy will also be expected............................................................4
c) Illustrate with examples key legislation and areas for consideration in recruitment and
selection that might affect Mother in a country of your choice (apart from the UK)..................6
Conclusion.......................................................................................................................................8
References........................................................................................................................................9

LIST OF FIGURES
Figure 1: Training and Development...............................................................................................4

Introduction
Human resource practices formulated in the business can contribute in the success of business
and the attainment of creative output. The below report will show the importance of HR practices
in Mother London which is a reputed advertising agency is working for producing television
commercial and cinema commercials. The role of HR manager to support the different forms of
capital will be discussed in the task below. The key legislations of US that can affect the working
of Mother are required to be taken into consideration for smooth working. The report will discuss
the link of overall business strategy with the HR strategy in the firm.
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Task 2
a) Explain the role of HR practices in supporting the different forms of capital and how these
have contributed to the success of Mother. Discuss any potential drawbacks with Mother’s
approach to recruitment.
HR manager of Mother London implement various HR practices in their business operations so
that they can support various forms of capital that are applied in the firm for developing creative
and effective output. The support of HR practices in business capital will contribute in the
success and growth of business along with smooth working (Pradhan et.al, 2016). Given below
are the roles and responsibilities of HRM practices and functions for achieving business goals
and objectives:
For Supporting Human Capital:
The success and growth of Mother London depends upon the human capital and the quality of
human capital. The firm adopt people-centric approach as they believe in treating their
employees as the most valuable resources in the business. The role of HR practices while
considering human capital is to recruit and select those candidates who are highly skilled and
have some experience in the same field. This is because the firm is already a highly reputed
advertising agency and cannot take chance to recruit fresher having no experience. It is the role
of HR manager to make sure that the employees are ambitious and contribute their effort in
producing creative output.
For Supporting Social Capital:
The workings of Mother London are based on some core principles and values so that they
ensure in maintaining healthy relations with their clients and employees. The success and growth
of the firm is depended upon the organization’s culture. HR practices play an important role to
gain the commitment of their employees so that they can contribute their best efforts in achieving
creativity which is the main purpose of the firm. HR manager is responsible to provide effective
training and development sessions for their employees for gaining their knowledge and
understanding about different work cultures (Pak et.al, 2016). Employees must have good
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relations with their managers and clients. HR manager is required to provide appropriate rewards
and recognition to their employees so that they can feel motivated and perform their work more
efficiently.
For Supporting Organizational Capital:
Mother London’s core principle is reflected by the firm’s structure, processes, policies and
procedures implemented in the organization so that they can have smooth working and business
can attain success. The HR manager of the firm is required to ensure that the relationship and
interaction between employees, their partners and other staff members is strong. HR practice like
Job rotation is needed to be implemented in the firm so that their staff can form relationships at a
wide range. With the help of applying job rotation every seven-eight weeks by the HR manager,
the firm’s social capital can also be developed (Padula et.al, 2017).
Demerits of Recruitment Approach in Mother London:
The process of recruitment used by Mother London is mostly through external sources. External
recruitment of skilled employees through agencies and other staff networks can have some
drawbacks. The recruitment agencies cannot be trusted as they are not loyal towards Mother
London. The process and approaches applied in the firm are mainly time consuming. The
agencies can also charge high costs from the firm as well as form the candidates. There is always
a risk of not getting the best suited employee for developing creative output in Mother London
which is the main motive of the firm. The candidates selected through external recruitment
sources can have only limited or less understanding about the firms working which can create
problems while performing their work. Thus, it is important for the firm to select best
approaches of recruitment and selection in their firm so their clients can work with best
employees (Kern and Müller-Böker, 2015).
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b) Evaluate the HR practices implemented at Mother with the theoretical perspectives of SHRM.
(A minimum of two will be expected). A discussion about the link between the business strategy
and HR strategy will also be expected.
The different HR practices like recruitment and selection, training and development and
performance management applied at Mother London can have huge impact on the working and
success of their advertising business. The evaluation HRM practices implemented by HR
manager in relation to SHRM theoretical perspective is given below:
Training and development: the sessions conducted for training of Mother London’ staff and
employees are formal as well as informal sessions of training. The various strategies applied in
the firm for T&D by HR manager requires appropriate budget so that they can increase the
knowledge and experience of their staff to produce creative business outputs. Effective strategies
are formed to analyse the training needs, this can also be done by applying bespoke training. In
relation to SHRM, the fit perspective is used by managers so that employees get training sessions
to gain necessary skills so that they can meet the opportunities available for the success of the
firm. Trainings programs in Mother London are set by engaging the work of junior employees
with senior staff so that they can increase their knowledge and skills by working with
experienced staff members (Gordon, 2016).
Figure 1: Training and Development
(Source: Surbhi S, 2015)
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Performance management and rewards: line managers of Mother London are responsible for
conducting performance appraisals of employees every year so that they can be rewarded as per
the quality of their work performance and feel motivated. Various strategies are formed by the
HR manager of Mother London for analysing employee’s performance of previous year and
make necessary changes in the current rewards payable. In relation to SHRM, the firm use
economic perspective in which human resources of the firm are provided effective motivation in
the form of rewards and benefits so that they can maximize their contribution towards the
achievement of business goals. This will help the firm to gain competitive advantages as their
employees will use their skills and knowledge towards growth of business and developing
creative output (Schaltegger and Wagner, 2017). The strategies like providing insurance and
time-off facilities by the HR will boost the confidence of employees to work in a more
appropriate manner.
Link between business strategy and HR strategy:
It is very essential for the managers of Mother London to link and align its HR strategy with the
overall business strategy of the firm development and growth of business can be attained. Skilled
and talented employees are recruited and selected as per the need and strategy of business which
revolves around attaining creative output. Employees of the firm are treated as strategic asset to
gain competitive advantage. Human resources are also required to be managed corresponding
business strategy as different strategy involves different goals. Coordination of overall business
strategy with HR practices and policies will result in efficient outcome of performance.
Performance management alignment: with the use of right tools by Mother London like
performance appraisal and performance review, employees are assisted to develop their
knowledge and skills. Performance management is also required to be connected with the culture
of organization for the success of business strategy.
Talent management alignment: HR manager of Mother London is required to attract skilled and
talented employees for the successful implementation firm’s overall business strategy. The main
motive of the firm’s business strategy is to develop creative outputs to maintain their high brand
reputation, for this the talented and skilled employees are in direct contact with their clients
(Cappelli and Keller, 2017).
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c) Illustrate with examples key legislation and areas for consideration in recruitment and
selection that might affect Mother in a country of your choice (apart from the UK).
Following are the examples of key legislations implemented in United States along with the
areas of consideration in the process of recruitment and selection which can have a huge impact
on the Mother firm and its working:
Age Discrimination Employment Act:
Formulation of this act by US government will ensure that every firm should eliminate the age
discrimination while recruiting and selecting employees up to 40 years or more in their firm. The
promotion and other employment conditions of older people should be equally promote. The
positive impact of this act for Mother will be that more experienced employees can contribute in
business goals and develop creative and effective output for business. The negative impact is that
when those employees will reach the retirement stage, the firm will face the cost issues for hiring
new and less experienced employees (Smedley, 2017).
Equal Pay Act:
This act of US legislation will ensure that there will be no gender base discrimination for the
payment of salary, wages and other benefits. This is because when both male and female
employees have similar skills and responsibilities and working under same working environment
or conditions, there can be no place for discrimination. The impact of this act on Mother will be
that, when any male or female employees is contributing more efforts for business success and
getting equal pay as compared to employees contributing less, they will feel demotivated towards
performing their work and can decrease their contribution and efforts for creative and quality
output.
Immigration Reform and Control Act:
As per this act, the employees of the firm are required to fill a verification form of employment
eligibility. It is also important for the employer that their candidates are employable legally in
US. Any discrimination in the firm will lead to violation of this act. The impact of this act on
Mother will be that, when the firm recruits employees and does not ask for identification to those
of same colour, same culture, same accent and languages, the other employees having
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differences in colour, language, culture will feel discriminated and biased while working in the
firm. To avoid the negative impacts of the act, employers are required to fulfil all the terms and
conditions of this act (Orrenius et.al, 2018).
Pregnancy Discrimination Act, 1978:
This act ensures that there will be no discrimination in the firm on the basis women employees’
pregnancy. Women employees in US having any medical condition or pregnancy affected
women must be treated equal as the other women employees are treated in the firm whether it is
related to any fringe benefits or other employment purposes. As per this act, when the pregnant
women employees are given high work pressure or more work load, this can have negative
impact on Mother as those employees cannot retain in the firm despite of being efficient in their
work. For solving this issues, Mother are required to provide some flexibility to those women
employees in their working so that can contributed more after their maternity leave and ensure
loyalty and commitment towards the firm’s goals (McCammon et.al, 2018).
Form the above all legislations formulated by US government, it is seen that the areas of
considerations covered under the above act are needed to be followed by Mother for ensuring
business success and growth. The main objective of Mother advertising agency to develop
creative and quality output for their clients can be fulfilled when these employees are recruited
and selected in the firm as per the areas of consideration shown in the acts.
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Conclusion
As per the above task, it is concluded that Mother London is required to use HR practices in the
firm that can support the various forms of capitals like human, social and organizational capital
used in the firm. The above task has also discussed the evaluation of HR practices with SHRM
theoretical perspective to attain the business goal of creative output and profit maximization. The
limitations of recruitment approaches applied in the Mother London have also been discussed in
the above report along with the link between business strategy and HR strategy.
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References
Books and journals
 Cappelli, P. and Keller, J.R., 2017. The historical context of talent management. The
Oxford handbook of talent management, pp.23-42.
 Gordon, G., 2016. SHRM 600-4S Introduction to Human Resources.
 Kern, A. and Müller-Böker, U., 2015. The middle space of migration: A case study on
brokerage and recruitment agencies in Nepal. Geoforum, 65, pp.158-169.
 McCammon, H.J. and Brockman, A.J., 2018, November. Feminist Institutional Activists:
Venue Shifting, Strategic Adaptation, and Winning the Pregnancy Discrimination Act.
In Sociological Forum.
 Orrenius, P.M., Zavodny, M. and Gutierrez, E., 2018. Do State Employment Eligibility
Verification Laws Affect Job Turnover?. Contemporary Economic Policy, 36(2), pp.394-
409.
 Padula, R.S., Comper, M.L.C., Sparer, E.H. and Dennerlein, J.T., 2017. Job rotation
designed to prevent musculoskeletal disorders and control risk in manufacturing
industries: A systematic review. Applied ergonomics, 58, pp.386-397.
 Pak, A., Carden, L.L. and Kovach, J.V., 2016. Integration of project management, human
resource development, and business teams: a partnership, planning model for
organizational training and development initiatives. Human Resource Development
International, 19(3), pp.245-260.
 Pradhan, R.K., Jena, L.K. and Panigrahy, N.P., 2016. Learning and development
practices in international context: conceptual introspection towards bringing the best
work place strategies. Strategic HR Review, 15(4), pp.180-186.
 Schaltegger, S. and Wagner, M., 2017. Managing the business case for sustainability: The
integration of social, environmental and economic performance. Routledge.
 Smedley, K., 2017. Age Matters: Employing, Motivating and Managing Older
Employees. Routledge.
Online
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