Human Resource Management Practices at Jack Wills: A Critical Analysis

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HUMAN RESOURCE MANAGEMENT

Executive Summary
The report is based on the topic of Human Resources Management and its underlying aspects.
the objective of this report is to demonstrate the purpose and scope of HRM in regards to
resourcing in seldcted organization, i.e., Jack Wills. The introduction of the report provide a
general description of the topic followed by an overview of the selected organization. An
evaluation of the effectiveness of the key attributes of HRM in the chosen organization has been
demonstrated in terms of achieving organizational productivity and profit along with its benefits
to the management and staffs.
Internal as well as external elements have been analysed that influence the decision making
processes of HRM in organisational setting. Apart from that, the significance of incorporating
legislative aspects has been highlighted. Application of HRM practices and maintaining a
healthy employee relations has been critically discussed in work related context.
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Table of Contents
Introduction......................................................................................................................................5
LO1: Purpose and scope of HR Management in terms of resourcing.............................................5
P1: Functions and purpose of HRM in planning and resourcing.................................................5
P2: Strengths and weaknesses of various resourcing approaches...............................................6
M1: HR Functions for fulfilling business goals..........................................................................7
M2: Analysis of relative strengths and weaknesses....................................................................8
D1: Critical evaluation of strengths and weaknesses in resourcing............................................9
LO2: Effectiveness of HR key elements.........................................................................................9
P3: Benefits of different HRM practices for employees and employers.....................................9
P4: Effectiveness of HRM practices for increasing organisational profit.................................10
M3: Exploring various methods of HRM..................................................................................11
D2: Evaluation of HRM practices and their implementation....................................................13
LO3: External and internal factors that have impacts on employe legislation and HRM decision-
making...........................................................................................................................................13
P5: Significance of employe relationship with respect to HRM decision-making....................13
P6: Major components of employment legislation and relative effects on HRM decision-
making.......................................................................................................................................14
M4: Main Aspects of employment legislation and employee relationship management..........15
LO4: Implementation of HRM practices in work..........................................................................16
P7: Implementation of HRM functionalities in work................................................................16
M5: Rationale for implementation of specific HRM.................................................................18
D3: Critical Evaluation of implementation of HRM practices and employees relationship
influencing HRM decision-making...........................................................................................19
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Conclusions....................................................................................................................................19
References......................................................................................................................................21
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Introduction
Human Resource Management is one of the the most effective factors that every organisation
may have to include in its business operations. Business operations can accomplice every
business objective with the help of strategic operations of the Human Resource Managers.
Different approaches related to resourcing, work planning, recruiting, selection have been
integrated with the HR managers. They are the key people in the entire management system of
an organisation. The following report is going to present the effectiveness of the HR
management and its relative practices. It is going to focus on employee relationship and its
effects on HR management decision-making. The fashion retail organisation of the UK, Jack
Wills have been considered for developing the report. The selected company has been founded in
the year 1999 by Peter William and Alejandro Wills in the seaside town of Salcombe. The
headquarter of the company is based in London, England operating with the workforce of 1100
employees.
LO1: Purpose and scope of HR Management in terms of resourcing
P1: Functions and purpose of HRM in planning and resourcing
Human Resource management has been known as the practices related to recruiting selecting
hiring deploying and reaching the entire employees and the organisation as a whole. HR
management is simply reflecting the overall business practices and systematic organisational
changes with respect to who achieve the entire business goals (Cingano et al. 2015). In
accordance with the roles of the HR managers, it has been known that there are four common
function with respect to resource planning and work planning in an organisation. These are as
follows:
● Stuffing People
● Training and development
● Motivating employees
● Maintaining people and their performance
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With the help of above functionalities, it has been understood that HR managers may have to
make the organisation more effective by acquiring the best talents and father managing them as
per the organisational needs. Apart from that, HR managers are involved in creating provision of
effective and strategic operations for the respective business (Gooderham et al. 2015). These
may have helped the business tour complete each every organisational objectives.
The frequencies of human resource management can be segregated into two parts, which are
known as soft mode and hard mode of HRM. the soft mode puts the entire stresses on self
direction, individuals, place of commitment, trust, behaviour, as well as individual ethics. These
are known as the centre of of strategic approaches that the people of an organisation considere.
Hard HRM is known as the the system of of managing staff and their responsibilities. This is
consisting of of the competitive advantage and profit generating motives for controlling the
outcomes of employees and the entire organisation.
In every organisation, engagement of the HR managers can be seen in the case of of internal
management of the labour market, analysis of the entire employee turnover along with employee
retention, stability of the employee performance, consistency in line with the organisational
objectives, and so on. In addition to that, Runhaar and Sanders (2016) have stated that the HR
managers are responsible for developing effective relationship among the employees and the
hierarchies of the respective organisation. However, the main purpose of developing HRM
department in an organisation is to deal with the organisation and issues with respect to
performance management, compensation, organisational development, employee Wellness,
safety, benefits, training and development, employee motivation, and many more.Visiting place
the most strategic and significant role in managing people, their performances, workplace
culture, organisational environment, organisational values and ethics and so on. Therefore it can
be said that the human resource management department is evening at continuous development
of the entire company as well as its employees. With the help of that the respective organisation
may have maximises efficiency performance, market position, financial inflows, and financial
position.
P2: Strengths and weaknesses of various resourcing approaches
Strengths
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● Extended base of knowledge, experiences, expertise ok, as well as skill sets of the
managers are the core fundamentals to make one the business management effective
(Grayson and Hodges, 2017)
● communication system of the HR managers are conventional for an organisation which
ensures coordination among people
● Trustworthiness is one of the most effective characteristics of the HR managers
● Self discipline, self actualization, time management it, and resource management are the
basic activities of the HR managers
Weaknesses
● lower level of support from the top management and the hierarchies
● Inaccurate actualisation of the the employees with respect to the assessment of training
and development needs (Scott, 2016)
● HRM is belonging from the recent origin of management,which has as I been receiving
list compatibility from the respective organisations
● Lack of information with respect to do employees and HR development
M1: HR Functions for fulfilling business goals
In order to fulfill the requirements related to do business objectives, HR managers have the most
significant responsibilities. With the assistance of that, they may have increased the entire
performances of the employees as well as the business, as a whole. How were the core
functionalities of the HR managers have been identified as follows:
● Workforce planning, employment, and employee management such as recruitment and
selection, allocation of responsibilities, and many more
● HR development such as training and development programme along with motivation
● Strategic management such as developing various strategies with respect to
organisational operations and performance of the employees
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● Maintaining relationship between employee and labour market
● Managing risks and taking prevention strategies with respect to you resolve what place
issues
● Maintaining river policies such as compensation, benefits, recognition, monetary
facilities, and many more
● Formulation of different effective policies related to organisational ethics, values, norms,
culture, and so on
In accordance with this core activities of the HR management, it can be said that organisational
efficiency as well as employee efficiency are highly depending on the management system and
their decisions. With respect to the words of Noe et al. (2017), it has been known that HR
managers are largely involved in in employee recruitment, selection, payroll, benefits,
administration, training, and others. these have been known as the parts of Human Capital
Management (HCM).
M2: Analysis of relative strengths and weaknesses
Strengths
● Training, developing, mentoring, coaching, and monitoring employees can help the HR
managers to increase employee efficiency
● Employee appraisal and assessment with respect to their performances
● Inherent application of the HRM system in order to erase the in accuracy in the
management practices
● Conventional strategies with respect to recruitments of best talents for the organisation
and optimal utilization of their talents and skill sets in accordance with h needs of the
respective organisation
● Creating a pool of talents with the assistance of advertising for recruitment
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● HRM can help the respective organisation in increasing the productivity of the employees
through employee development programmes
Weaknesses
● Insufficient training and development programmes for the HR managers with respect to
training, MBO, counselling, development programs, and many more
● Less support from the hierarchies and the top management may have led the HR
managers to face issues in taking individual decisions
● Due to presence of huge numbers of layers in the management department, it takes longer
period in case of approval
D1: Critical evaluation of strengths and weaknesses in resourcing
In case of HR practices, it can be seen that the employee improvement is the main focus of the
employees. With the help of that, the responsible managers may have enhance the entire efficacy
of the employees. Theforee, it can be said that the key strengths of the HR management system
are hindered under continuous development of the employees by increasing their knowledge
base, skills, and experiences. Different effective approaches of the HR management may have
helped Jack Wills in selecting the best talents for better market performance. At the other side, it
has been known that Jack Wills Makeup taken a lot of time to conduct the HRM department. in
addition to this,has been known that creating new department in an existing it can be proved
costly too.Chances of release are too high in case of building a complete new department in an
organisation
LO2: Effectiveness of HR key elements
P3: Benefits of different HRM practices for employees and employers
Conventional HRM practices in an organisation meaning happened irritated the respective
business as well as its employer and the employees. the current session is going through
represent the benefits of HRM practices in Jack Wills for both the employees as well as
employer. These benefits can be figured out as follows:
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For Employees
In case of Jack Wills, it has been seen that the respective company has implemented better
practices with respect to HRM system. As per the operations of Jack Wills, it has been seen that
the HRm system is helping the employees in order to develop their skill sets and efficiencies. In
accordance with the words of Albrecht et al. (2015), it has been known that he HRM department
is effective in extracting the best talents in an organisation for involving them into critical
activities such as brainstorming, iovatin, strategic operations, as well as decision-making. Such
functions of the employees may have helped the business in identifying the employees with
greater requirements of development. With the help of that, he HRM department ma have
arranged development programmes as per the requirements of the employees. This may have
further led Jack Wills to opt for organisational changes with respect to interventions of
innovations by increasing level of adaptability of the people.
For Employers
As it has been seen that the HRM department is oriented to development of the employees, it can
be said that utmost outcomes are largely beneficial to the organisation as well. In relation to that,
it is derived the development level of the employees signifies the development level of the
employers. Henceforth, it can be opined that creating an HRM system in an organisation can
facilitate the employers in terms of the development of the relative employees in both of their
personal and professional lives. Apart from that, HRM system ensures that the employees
wellbeing, healthier lives, welfare, and protections are the interests of the employers, which
enhance employers’ effectiveness for the employees (Liang et al. 2017). In addition to that, an
effective HRM system may have helped Jack Wills in increasing the rate of employee turnover,
which can cut off the costs of new recruitments.
P4: Effectiveness of HRM practices for increasing organisational profit
HR management commonly aims at maintaining a convenient relationship with its employees at
the workplace, for understanding the aspects and risks related to the employees and their
performances. Effectiveness of this relationship is highly necessary for enhancement of the profit
margin as well as productivity of the overall organisation. The best practices related to HRM
system may have helped the respective organisation in decreasing the rate of employee turnover
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as well as employee absenteeism. In relation to that Rothenberg et al. (2017) have stated that a
good HRM system can help the respective employer in retaining key people for a longer period.
Therefore, costs related to recruitment and selection can be reduced by providing devlpmnt
programmes and motivations to the existing employes.
M3: Exploring various methods of HRM
Serial
No.
Activity Methods and techniques
1. Determining the HR requirements Job analysis
Time recording
Determination of work
standards
Instantaneous observation
Critical incidents methods
Workday shooting
Workday tasks analysis
2. Predicting the HR requirements Productivity dynamics
Trends analysis
Delphi method
Production dynamics
Regression methods
Forecast on national economy
evolution
Company turnover dynamics
Business plan
3. Recruitment and selection General knowledge tests
Personality tests
Human resource selection
model
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Practical exam
Personnel file
Qualities tests such as
intelligence, reaction time,
memory, so on.
Writing papers
Skills tests such as
negotiation, distributed
attention, problem solving,
communication, etc.
Interviews
Questionnaires
Case study
4. Training human resources Bachelor degree
Special training
Information game
Panel
Master’s degree
Vocational schools
Individual study
Doctor’s degree
Continue learning
Workplace apprenticeship
Research project
Delegation
Mentoring
Job rotation
Demonstration
Presentation
Coaching
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