HRM Report: Employee Motivation, Recruitment, and Strategies

This report delves into the core aspects of human resource management, commencing with an exploration of employee motivation and engagement theories, including Maslow's Hierarchy of Needs and Herzberg's Two-Factor Theory, evaluating their application within an organizational context. The report then transitions to an analysis of the impact of external factors such as Brexit and the influence of social media on employee recruitment, followed by an examination of effective recruitment strategies and the development of high-performing working teams. Furthermore, the report scrutinizes various options and practices suitable for Debenhams across areas like work-life balance, diversity, and talent management. The report concludes with a summary of key findings, supported by relevant references, offering insights into improving HRM practices within the retail sector.

Human resource
management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Analysis of theories related to employee motivation and engagement and its application as
well as evaluation of theory which is suitable for organisation.............................................1
TASK 2............................................................................................................................................4
Impact of Brexit and Social media upon employee recruitment as well as analysis of
implementation of social media recruitment strategy. Also, the strategies that HR department
can utilise to create High Performing Working Teams..........................................................4
TASK 3............................................................................................................................................7
Examine and evaluate several option as well as practices which are suitable and feasible for
Debenhams to adopt in following areas of Work life balance & Diversity and Talent
management............................................................................................................................8
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource management is considered as the methods of handling staff within
organisation as well as this includes recruiting, firing, training and encouraging workers.
Moreover, this is a staff management with an emphasis upon those workers who are the assets of
the enterprises. It aids organisation to obtain proficient talent and motivate them to attain
objectives effectively and efficiently (Al Ariss, Cascio and Paauwe, 2014). The main aim of
HRM is to assure the availability of competent as well as willing personnel to a firm. As per the
scenario, the chosen company for this report Debenhams which is a leading British multinational
retailer. It operates under department store format in Ireland and United Kingdom along with
franchises stores in another countries. Its headquarters is in London, UK. The purpose of this
report is to enhance the motivation levels as well as involvement among employees with the
assistance of theories. Also, the impact of Brexit and social media upon staff recruitment and
analysis of how Debenhams can implement social media recruitment strategy. Apart from this,
evaluation of several options and practices for firm to adopt in following HR areas of Work life
balance& Diversity and Talent management are also discussed in this report.
TASK 1
Introduction
Staff motivation is considered as the energy, commitment as well as creativity level
which a employees of company bring to its work (Noe and et. al., 2017). In this section,
motivation and its impacts, analysis of motivational theories and evaluation of those theories are
described.
Analysis of theories related to employee motivation and engagement and its application as well
as evaluation of theory which is suitable for organisation.
Motivation and its impact upon employee motivation
Motivation is defined as procedures of stimulating individuals to actions for attaining the
objectives. Moreover, it is term that is derived form the word motive that means requirements,
wants and others into person. The employees motivation is critical aspects at work area that
drives towards staff involvement (Jackson, Schuler and Jiang, 2014). The motivation impacts
positively upon the employees engagement as the workers who are motivated do not waste time,
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more focused towards their work and others. Also, two motivational theories and evaluation,
which one is best are discussed in this part.
Employee motivation and engagement is very essential within organisation as this help
them to enhance its profitability and productivity as well as also helpful for retaining valuable
talent. Staff motivation is considered as the energy, commitment as well as creativity level which
a employees of company bring to its work. Employee engagement is refers as the extent to which
staff feel passionate regarding its jobs, and are more committed towards firm and put effort in its
task (Albrecht and et. al., 2015). As day by day the country is developing in faster manner so,
the new CEO of Debenhams stores want to enhance the motivation level as well as engagement
among employees. Therefore, they applied some theories related to Employees motivation and
engagement are discussed below:
Theories of motivation
Maslow's Hierarchy needs theory:
This is considered as the motivational theory in psychology which is comprising a five
tier models of person needs, often depicted as Hierarchical levels into pyramids. It is the model
which is established through Abraham Maslow in year 1943 as well as he was so much
concentrated towards satisfying the needs of employees into firm. As this is not an simple task
for manager to attain as well as find staff needs. This theory are utilised by Debenhams so that
they can able to motivate their staff in store by accomplishing their requirements in effective and
efficient manner. All the hierarchy needs are described below: Physiological needs: It is defined as the basic requirements which deals with
maintenance of person (Maslow's Hierarchy of Needs. 2018). This includes food, water,
air and many more which is required by individuals for survival (Brewster and et. al.,
2016). So, it is crucial for Debenhams management to assure that their employees needs
are fulfilled in efficacious and effectual manner. For this, they can facilitates good and
fair salaries to its workers. If this requirements is fulfilled then its workers are motivated
and assists them to perform the task effectually and efficiently in order to attain its goals. Safety and security needs: In this, the requirements for safety as well as security are
important. It includes health security, protection, financial security and so on (Maslow's
Hierarchy of Needs. 2018). For the attainment of this needs Debenhams can assure that
employees are rendered efficacious security by facilitating them facilities as well as
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money for its health and safety in difficult situations. Recently, workers are very much
concentrated towards it perform in environment that them financial security. So,
Debenhams management can provides health insurance and financial help in its difficult
time as this assists firm to enhance their motivation level and attain objectives. Social needs: In order to perform task in effectual way, individuals needs love, affection
and others (Cascio, 2015). Therefore, the employer of Debenhams have to assure that
whole workers are to be managed in equal and fair way. So, for this their management
has to involve its staff in task to develop relation with another staff (Albrecht and et. al.,
2015).It will assists them accomplish the employees requirements which aids them to
enhances their motivation level in efficacious and efficient manner. Self-esteem needs: It is considered as the crucial needs for which overall individuals put
efforts to give their best (Maslow's Hierarchy of Needs. 2018). Debenhams management
required to make strategies which develop as well as maintained positive atmosphere into
store. It will be helpful for improving the performance of overall employees who are
performing it do not matter they are at what post. So, if respective organisation can able
to fulfil their self-esteem requirement so they feel motivated that enhances the motivation
level and achieve its objectives.
 Self Actualisation: It is considered as the employees expectation that will assist them in
developing as well as leading its career systematically (Maslow's Hierarchy of Needs.
2018). For this, the Debenhams management renders few events relating to training as
well as learning to their staff in order to maximise its skills and abilities. Also, it will be
helpful to increase employees potential. If staff self actualisation needs are fulfilled then
various skills are to be used in its work and they also feel motivated as they are grabbing
new things.
Frederick Herberg's Two Factor Theory to employee engagement
This theory is also considered as the Hygiene motivation theory as this classified
motivators groups in two such as Hygiene as well as growth. Moreover, the Hergberg's initially
described his influential theory in year 1959 motivation to work. It includes two factors that are
discussed below: Motivation factors: This is considered as the factors that influence staff to work harder
(Cascio, 2015). As the firm like Debenhams facilitates recognition, achievement,
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growth and many others to their staff so they remain motivated and engaged towards
their work so that they can give its best to perform the task.
 Hygiene factors: This is considered as factors that is not actually presented into jobs but
their surroundings. So, Debenhams has to provides remunerations, security and others to
their staff to feel hygiene and motivated towards their work. Moreover, this will also
helpful to engaged them into work and attained their objectives effectively and efficiently
(Heroes of Employee Engagement: No.3 Frederick Herzberg's Two Factor Theory,
2019).
So, the above two factors can utilised through Debenhams as this aids them to keep their
staff motivated and engage.
From the above two factors this has been analysed that Maslow's Hierarchy needs theory
is suitable for the Debenhams as this help them to accomplish the overall needs of their staff that
will enhance the motivation level as well as inspire them to engage in the works effectively and
efficiently so that they can able to attain it objectives in efficacious and appropriate way.
Conclusion
As per the above, it has been concluded that motivation impact the employee engagement
in positive manner. Also, among two theories Maslow's Hierarchy Theory is best as it assists
them to accomplish the overall needs of their staff that will enhance the motivation level as well
as inspire them to engage in the works effectively and efficiently so that they can able to attain it
objectives in efficacious and appropriate way. Moreover, there is relation among motivation and
employee engagement as if staff of the organisation are motivated they feel to work in effective
and efficient way and remain engage in accomplishing the task appropriately.
TASK 2
Introduction
In this section, the recruitment and selection and its importance, the impact of Brexit and
social media upon recruitment as well as the implementation of effective recruitment strategy
and high performance working team are also described.
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Impact of Brexit and Social media upon employee recruitment as well as analysis of
implementation of social media recruitment strategy. Also, the strategies that HR
department can utilise to create High Performing Working Teams.
Recruitment and selection
Recruitment is regarded as the whole procedures of attracting, shorting, selecting as well
as appointing appropriate candidates for jobs. Selection is considered as the procedures of
finding as well as hiring the applicants in order to fulfil the vacancies within firm (Albrecht and
et. al., 2015).
Importance of effective recruitment and selection:
Both recruitment as well as selection is important as this attract an efficacious personnel.
Moreover, this will ascertain the success of business as well as will affect overall operation of
firm (Festing and Schäfer, 2014). .
The impact of Brexit and social media upon recruitment
The government of UK have indicated that free movement will end once we has left
European Union in year 2019. As per the polling of their membership the fundamentally concern
for recruiters will be the impact of Brexit may has upon accessing candidates. With EU nationals
, developing more than 7% of United Kingdom personnel as well as being over presented into
low and middle skilled roles, the effect of an end to free movement will be a important challenge
for recruiters specifically for those who are very much specialises into sectors more reliant upon
EU migrants. With just 6 months to go Until UK leaves European Union and no deal yet in
place, approx 61% of employers are worried regarding leaving EU. Although 25% of UK
business recently employ workers from EU, an august 2018 survey reveals that above 50%
leader of UK business will be put off employing someone From EU after Brexit changes laws of
UK's immigrations (Albrecht and et. al., 2015). Some impacts of Brexit on employee
recruitment are discussed below: Enhance skills shortage: The impact of Brexit can boost exacerbated through existing
UK skills shortage in all over industries (Cooke, Saini and Wang, 2014). Within fourth
quarter of 2017, 22% of UK engineering enterprises managers as well as 42% of UK
aviation sector leaders find a lack of labour as the most urgent challenge it will face into
next 5 years. International demand for different skills so with talented candidates were
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under presented amongst a rapidly minimising personnel. The shortage of skills will
become an maximising dominant the problems of UK enterprises.
 Enhanced requirements for marketing as well as talent attraction: Within May 2018,
LinkedIN reported that 96% of recruiting strategies had effected through Brexit . Also, it
has also identified that 44% of recruiters believe that performing within UK is becoming
a less attractive aspects to the public of EU with 39% observing global candidates who
are disinclined to move to London (Kramar, 2014).
As recruitment is a crucial part of talent management and also the development of social
media abilities as well as capacities changed the game of recruitment because recruiters have to
modify their recruitment procedures and they have to utilise flip searching and social networking
like Twitter, Facebook and many others (Al Ariss, Cascio and Paauwe, 2014). All these tools are
used into sourcing procedures and allows users to share data regrading itself often by online
profile which they has developed themselves. So, in year 2017, Facebook witnessed an average
of 1.32 billion user who are active per day. Also, about 73% of staff has successfully recruited
candidates by social media and an enhance of 10% (The impact of social media on recruitment:
Are you LinkedIn?, 2019). Among all tool, LinkedIn is considered as top social media websites
for recruitment.
Implementation of effective online recruitment strategies:
Social media recruitment is defined as the means through which candidates are hired
utilising platforms of social media as talent databases for advertising positions as well as
openings (Deery and Jago, 2015). This may be advertising jobs weather by HR vendors or by
crowdsourcing in which job seekers share possible openings of jobs in its workforce, online
social media networks. So, the Debenhams HR department can utilise some social media
recruiting strategies that are discussed below: Build Its store online reputation: Develop its brand up as well as be organisation which
everyone understands about as well as wants to perform for (Festing and Schäfer, 2014).
So, if any firm want to identify best professionals among these individuals, they required
to utilise social media for efficacious corporate value presentation. Therefore, this
strategies will assists Debenhams to select appropriate social networks. The capable staff
they are seeking for tend to be more active upon specific channels and recruit the
efficient one who can able to perform effectively towards attainment of objectives.
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 Join LinkedIN group: Approx 87% of recruiters recently utilising LinkedIn to source
talent( about 55% utilise Facebook as well as 47% Twitters). Though, LinkedIN is well
known platform, its importance within world of recruiting proficient talent will continue
being higher throughout 2019 (9 Tips On Social Media Recruiting Strategies. 2019). So,
Debenhams do not just have to optimise its store's LinkedIN profile fro showing them
active but they can implement this strategy by joining the LinkedIN groups as well. Also,
through this, they can able to find proficient talent in their firm and also enhance its
social presence .
So, the above mentioned strategies help HR department of Debenhams to obtain
proficient talent in their store so that they can easily able to attain their objective effectively and
efficiently.
Strategies that HR department can utilise to create High Performing Working Teams.
High Performing Working Teams is considered as the group of individuals who share
common vision, objectives, challenges as well as hold one another responsible to attain
profitable outcomes (Jackson, Schuler and Jiang, 2014). Moreover, the human resource
department can provide various team building sessions through well experienced as well as
qualified personnel so that they can able to develop high performing teams and attain the
objectives of organisation in effective and efficient way. As currently, the team development is
not so easy task so for this HR department of firms like Debenhams has to formulate strategies
fro developing High performing working teams that are discussed below: Encouraging diversity: Distinguish in gender, age, and others are key for diversity of
team however variation into skills, working styles as well as perceptions are also crucial.
The effective team performance is usually not the person who has great collective IQ but
the one having most complementary knowledge and skills transfer amongst their group
members. So, Debenhams can maximise diversity through motivating its staff to be itself.
In case, culture of firms promotes authenticity then more diversity into teams is profitable
results and vice versa. Therefore, this diversity will help them to build high performing
working team and accomplish the work effectively and efficiently.
 Effective Communication: The way as well as pattern of communication into teams in
very much essential to group's productivity than the substance of what is being
communicated. Also the social media contracts should be fostered into team. So, HR
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department of Debenhams can utilise this strategies for developing high performance
teams and attain their objectives effectively and efficiently (Strategies to Create High-
Performing Teams, 2019).
Conclusion
As per the above, it has been concluded that both Brexit and social media impacts the
employee recruitment as this enhances the shortage of skills, changed the recruitment procedures
and others. Moreover, Respective company can utilise some strategies such as encouraging
diversity, effective communication etc. for developing high performing teams.
TASK 3
Introduction
In this section, the evaluation and analysis of work life balance & diversity practices,
time management practices and contemporary practices are discussed.
Examine and evaluate several option as well as practices which are suitable and feasible for
Debenhams to adopt in following areas of Work life balance & Diversity and Talent
management
Working time regulation is regarded as the act that set limit upon number of hours which
employees can perform every week. The act was introduced because of maintaining healthy
work life balance, Within UK, the employees are permit to opt out of 48 hours working week
limit. Moreover, this legislation were amended in year 2003 for extending the measure of
working time. It is applied to whole part time as well as full time staff, involving most
freelancers as well as agency employees. Few categories of job are exempt from regulation
involving emergency services employees, police and others while dealing with emergency as
well as those whose working time can not be evaluated that may involve senior managers and
individuals employed through family members.
Moreover, within EU, the equality among men and women is indisputably recognised as
a main democracy principle as well as respect for humankind. Since, their community
development have recognised equal pay principles upon this basis. It also created a consistent set
of legal provision that is intent at guaranteeing equal rights to access to employment, working
conditions and others.
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Work life balance & diversity is defined as the term which is generally utilised in
describing the balance which a working persons requires among time allocated fro work as well
as another prospects of life (Kramar, 2014). Moreover, this is whole about developing as well as
maintaining supportive and healthy balance working atmosphere that will enable them to has
balance among work and personal accountabilities therefore, this strengthen staff productivity
and loyalty. Diversity is considered as any dimension which can be utilised to distinguish team
as well as individuals from one others. This is whole about empowering person through
appreciating as well as respecting what differentiate them in context of gender, age, religion,
disability and many others. So, Debenhams can adopt some practices of work life balance and
diversity that are discussed below: Make staff feel important: For staff to bring its best foot in front, this is crucial for
building a sense of belonging. Being open regarding belongingness as well as motivating
discussions make them feel that it can be themselves (Kulik and et. al ., 2014). This
assists foster effective social bonds as well as creativity within work areas. Though, these
modification are not always linear as well as may take more time. They has to perform
harder as well as concentrated upon diversity plus be active regarding inclusion so they
can develop belongingness. So, the Debenhams can adopt this practices as with the help
of this they can able to make staff to feel important due to this they can give its best to
perform the task in effective and efficient manner and also helpful to attain their
objectives appropriately and in profitable manner. Assists individuals Thrives: The structures, prejudice as well as criterion within society
can also impact a company, out coming into recruiting, training and benefiting
individuals who are suitable or best fit. Building a culture which aids staff to contribute
its skills in their company (Jackson, Schuler and Jiang, 2014). Moreover, the best- fit for
its work area will be a person who has ability to bringing life values, intent as well as
mission with its hard work as well as dedication and the firm has to bring effective
among them. With the adoption of this, Debenhams can able to obtain the best fit for their
work life and area as their staff goals and get boosted effectively and efficiently.
 Understand the purpose: In an attempt to develop a diverse as well as inclusive culture
of the work, this is essential for firm to connect the dots among what is happening inside
as well as outside the company (Noe and et. al., 2015). Also, the brand describe that who
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