Human Resource Management at Mother London: A Case Study

Desklib provides past papers and solved assignments. This report analyzes Mother London's HRM strategies and their impact.

Introduction to Human Resource Management
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Executive summary
The report consists of several essential models, theories, as well as concepts of the HRM along
with their implication for the betterment of the productivity of the organisation. The report
consists of the HRM activities of Mother London, which is an advertising agency. The
organisation is the largest independent advertising agency in the United Kingdom. The report
revolves around the strategies used by the Human Resource Management and the effect of their
roles in the overall revenue of the organisation. Furthermore, the report includes the
disadvantages in the recruitment, which is faced by Mother in Sri Lanka.
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Table of Contents
Introduction......................................................................................................................................3
The role of Human Resource Management.....................................................................................3
Conclusion.......................................................................................................................................5
Introduction......................................................................................................................................6
HR practices and their implementation...........................................................................................6
Conclusion.......................................................................................................................................7
Introduction......................................................................................................................................8
Recruitment of Mother in Sri Lanka................................................................................................8
Conclusion.......................................................................................................................................8
Reference List..................................................................................................................................9
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Introduction
Every organisation aims at providing excellent service to their customers to increase their overall
revenue. There are several departments in the management do the organisation, and the Human
Resource Management of the organisation plays a significant role in the maintenance of the
overall workforce of the organisation.
The role of Human Resource Management
The management has to undertake several responsibilities to maintain an overall sustainable
growth as well as the development of an organisation. There are several departments in the
administration, which plays their roles, as well as responsibility, which results in the smooth run
of the workflow. The Human Resource Management of an organisation plays significant role in
the increasing the overall productivity of an organisation. The employees of an organisation are
regarded as the most valuable asset and therefore have to be maintained. The effort that the
employees provide for the betterment of an organisation determines the profit of the
organisation. The primary responsibility of the Human Resource Management is to maintain an
overall suitable ambience within the workplace, which eventually helps the employees to provide
their best under an appropriate atmosphere.
In order to make a suitable profit in the highly competitive market, the management of the
organisation has to ensure that the strategies they use are modified and helps the organisation to
meet the needs as well as requirements of the customers. Therefore, this also allows the
organisation to attract several other customers, which eventually increase the revenue of the
organisation. There are several different roles of the Human Resource Management, which helps
the management to modify their strategy and improve the overall revenue. The following
describes the essential functions of the Human Resource Management within an organisation:
 Recruitment: The Human Resource Management of the organisation recruits talented
individuals from the pool of candidates. Recruiting desired candidates can be tough as
there are several talented candidates in an interview session.
 Training: Whenever, an organisation hires new employees, the Human Resource
Management of the organisation provides strong orientation to the employees. The
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orientation includes the understanding of the roles as well as responsibilities of the new
employees. This is essential as the new employees are not familiar with the process and
therefore need proper training and orientation.
 Maintaining a healthy atmosphere within the workplace: The primary function of the
Human Resource Management of the organisation is to provide a suitable ambience
within the workplace
 Motivating the employees: This defines that the several situations, where the
organisation suffers from terrible loss due to several external as well as internal factors.
Brexit is an example of an external factor, which harms the business of an organisation.
The employees during this period suffer from a negative mindset, which furthermore
affects the growth of the revenue of the revenue of the organisation. The Human
Resource Management wisely motivates the employees by using several motivational
theories as well as concepts, which allows the employees to remain motivated during
tight conditions.
 Termination of employees: There are several situations within the organisation when
the management of the organisation does not need the service of a particular employee. It
can happen due to several disapprovals received from the works of the employee as well
as due to some crisis of the company. The Human Resource Management of the
organisation has the responsibility to terminate that individual from his or services.
Mother is an advertising agency the management of the organisation has to undertake several
responsibilities as well which includes recruiting, motivation, Training as well as strong
orientation. The strategies used by the Human Resource Management of Mother enables the
organisation to manage their respective strategies that have to be applied to keep the organisation
among the top of independent advertising agencies of the United Kingdom.
As an independent advertising agency, the management of the organisation uses several
recruiting process. The Human Resource Management of the organisation uses e-recruitment as
well. This enables the management to reach further and find candidates according to their
requirements in cheap cost. However, there are several disadvantages of e recruiting (Melanthiou
et al., 2017). The disadvantages of e recruiting are mentioned below:
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 Poor website: E-recruiting involves a suitable site where the applicants can fill up their
respective information and apply for the job. Therefore, it requires a website, which is
effectively optimised and simple. The site must contain the information needed in a
simple format, which can be easily identified by the candidates. Poor design of the
website will result in the ineffective functioning of the site, which will result in the
candidates to neglect the site.
 Technological issues: If the website involves filling out an application then there is
always a maximum chance that the organisation will miss out several talented as well as
experienced individuals who favour to send their resume. Furthermore, providing
information online is not considered as a reliable option for the norms; therefore, they
neglect the online registration.
 A high volume of response: The E recruiting involves an open website where anyone
with an internet connection can register. Therefore, it often results in the management
with a stockpile of candidates, which includes several under-qualified candidates as well.
Consequently, it becomes hectic task for the management to select favourable candidates
from the vast collection of data.
 Impersonal: E-recruiting involves several telephone calls, as well as emails from the
organisation to the candidate, which is regarded as indifferent. Therefore, the
organisation at first has to take several face-to-face interviews to increase their fame. The
candidates often neglect to receive emails as well as calls from unknown companies.
Conclusion
The roles of the Human Resource Management of the organisation prove to be significant for the
overall growth as well as the development of the organisation. The HRM has to undertake the
duty to the overall performance of the employees mainly. The management of the organisation
highly depends on the Human Resource Management to modify their existing business
strategies.
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Introduction
To increase the revenue of the organisation, the Human resource Management applies several
initiatives, which brings fruitfully outcomes t the overall revenue of the organisation. The
management of the organisation depends on the Human Resource department and there is a
direct link between their roles as well.
HR practices and their implementation
The Human Resource Management of the organisation has to apply several initiatives to increase
the overall revenue of the organisation and modify the strategies used by the management. The
primary motive of the Human Resource Management of the organisation is to increase the
overall productivity of the employees. To do that effectively, the HRM applies several
motivational as well as management theories as well as concepts. The Human Resource
Management uses the motivational theories to motivate the employees as well as managers of the
organisation. The motivational theories enable the HRM to increase the productivity of the
employees of the organisation even during tight situations (Smallbusiness.chron.com, 2019).
The HR life cycle is an integral part of the SHRM. It enables the SHRM to perform their
respective duty accordingly. The management of Mother also has a SHRM who applies his or
her respective duty as well as responsibility accordingly (Jesinoski et al.,2017). The HRM life-
cycle depicts the role of the Human resource management in the various stages of an employee’s
span in the organisation. The following describes the stages included in the HR life cycle:
 Recruiting: This step of the HR life cycle involves the role of the Human Resource
Management whenever the organisation requires new employees. The Human Resource
Management of the organisation has to take several tough decisions regarding the
selection of new employees.
 Career planning: The HRM of the organisation provides strong orientation to the
employees to make them familiarised with the process of the organisation, the training, as
well as the orientation of the HRM, provided to the employees results in the improvement
of their performance.
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 Career development: When an employee of the organisation receives promotion and
decides long-term prospects of his or her respective career, the Human Resource
Management of the organisation provides essential guidance to that individual to meet
their aims as well as objectives.
 Termination: Several employees are working within the organisation. Among these
employees, there are employees, who retire after a certain age and some of the employees
resign due to their respective personal reasons. However, there are several situations,
when an organisation does not need the service of an employee the Human Resource
Management has to terminate them from their respective services.
The SHRM of Mother has to apply his or her respective strategy according to the HR life cycle
(Paauwe et al., 2016). This ensures the Human Resource Management of the organisation to
perform their respective strategy suitably and affect the overall revenue of the organisation
positively. The management of the organisation has several roles as well as responsibility and
they depend on the HRM. The HRM has all the information about the organisation regarding the
organisation including the transactions as well as the performance of the employees. The
information is essential for the managers to innovate an overall suitable strategy to increase the
revenue of the organisation. Furthermore, the strategies applied by the Human Resource
Management helps the employees to provide their best for the organisation, which significantly
affect the growth as well as the development of the overall revenue of the organisation.
Conclusion
The Senior Human Resource Management of Mother applies several strategies according to the
HR life cycle of the organisation. The initiatives as well as the step takes from the HRM provide
a suitable boost to the performance of the employees. Furthermore, the decisions of the managers
of the management depend on the information of the Human Resources Management.
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Introduction
The following describes the key legislation and areas of consideration of Sri Lanka, which will
affect the recruitment process of Mother. The efficiency of the recruitment process of the
organisation depends on the legislation of the country.
Recruitment of Mother in Sri Lanka
Mother uses several recruitment processes however; they prefer E-recruitment as their
favourable recruitment strategy. The disadvantages of E-recruitment in Sri Lanka are
 They will receive several unfavourable candidates through their website.
 The will receive several technical issues in the underdeveloped country and therefore,
will not be able to create a suitable website.
 Several calls and emails by the organisation result in a disturbance t the norms of the
people.
Conclusion
The recruitment theories applied by Human Resource Management of the organisation in Sri
Lanka is suitable however, there are few drawbacks of the process in the country. The Human
Resource Management recruits in the E-recruitment process and the Country has several
legislations which are affected by the process.
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Reference List
Bos-Nehles, A., Renkema, M. and Janssen, M., 2017. HRM and innovative work behaviour: a
systematic literature review. Personnel review, 46(7), pp.1228-1253.
Eisenberger, R., Malone, G.P. and Presson, W.D., 2016. Optimizing Perceived Organizational
Support to Enhance Employee Engagement. SHRM-SIOP Science of HR Series.
Jesinoski, T., Miller, G.J. and Volker, J.X., 2016. Entrepreneurial Human Relations And
Organizational Behavior. Business Journal for Entrepreneurs, (4).
Melanthiou, Y., Pavlou, F. and Constantinou, E., 2015. The use of social network sites as an e-
recruitment tool. Journal of Transnational Management, 20(1), pp.31-49.
Paauwe, J. and Boon, C., 2018. Strategic HRM: A critical review. In Human Resource
Management (pp. 49-73). Routledge.
Paauwe, J. and Farndale, E., 2016. Modelling the SHRM–performance relationship: The
contextual SHRM model. In 10th Human Resource Management Workshop, Cadiz, Spain:
University of Cadiz, October (Vol. 28).
Smallbusiness.chron.com. (2019). Human Resources Life Cycle. [online] Available at:
https://smallbusiness.chron.com/human-resources-life-cycle-62078.html [Accessed 15 Jan.
2019].
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