Report on HRM Functions, Recruitment, and Talent Management

This report provides a comprehensive overview of Human Resource Management (HRM) functions within an organization, focusing on Zara as a case study. It explores the pivotal role of HR in strategic planning, recruitment and selection processes, performance management, learning and development, and career planning. The report delves into the effectiveness of recruitment and selection, emphasizing the importance of both internal and external recruitment methods, including employee referral programs and the use of Applicant Tracking Systems (ATS). Furthermore, it examines talent management strategies, HR systems, and processes that significantly impact organizational performance. The report highlights the importance of employee participation, communication, health, and safety regulations, and the significance of rewarding employee contributions for motivation. The analysis underscores how effective HRM practices contribute to competitive advantage, employee satisfaction, and overall organizational success.

HRM FUNCTIONS

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Role of Human resource in an organization...........................................................................1
Effectiveness of recruitment and selection within organization.............................................3
Approach to talent management.............................................................................................5
HR systems & processes affecting organisational performance............................................8
CONCLUSION .............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resources management is defined as the various function which is fixed and
regulated by a HR manager. This show the effective management of of people in a organization
such aspect help business to gain competitive advantage. It is designed to maximize employee
performance in service of an employer which is strategic approach related with objective and
goals of organization. In such aspect the human resource management is primary work is to
manage the flow of labour or employee in organization. This help an organization for proper
management and control over the employee work and performance. This also related with
enhancement of performance of employee (Dahlbom and et. al., 2019). This usually help in
determination of various loop hole which create negative impact in firm in context with
development and other scenario. In context with this reports, this help organization to grow
effectively because this lead to follow in choosing the best potential candidate for organization.
This report cover various self-centred scenario like role of human resource in an organization,
Zara is chosen for this report . Zara is basically dealing clothing and fashion sector. They have
huge base of customer and employee which help organization to achieve their goal. In this
context department of human resources play various role. The selection and recruitment process
which help to achieve the organizational goals and various human resource process which help
organization to earn profit due the department of Human resources.
MAIN BODY
Role of Human resource in an organization
As per the view point of organization, Human resources play very essential role in
development of organization. They usually number of function that help an organization to gain
competitive advantage. They usually help an firm in formulation of various strategies and
planning to choose potential of candidate for their objective process. Some of the functions of an
Human resources management in an organization are discussed below.
Human resource planning: In this, human resource department play very vital role in
planning of future need and expectation of an organization (Liu and et. al., 2017). This approach
help in firm to gain employee participation and contribution. This lead to state that this planning
is similar to workforce planning. Which focus on both, with context with organization they used
to prepare strategies for today and prepare structure for success in future.
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Recruitment and selection: This is major function which is involved in human resources.
This is about recruiting potential candidate for the organization in purpose to seek the objective
of and firm. This formulated in technique which attract people for the work in an organization
and selecting best candidate for their relatable task. Attracting candidate usually help to generate
the employee brand. This is an core which influence employer to achieve advantage in another
way of ground. As per this aspect, the example which is based on tobacco industry which usually
struggles to find the best potential candidate who have ability and talent to accompanied goals in
short time period.
Performance management: This approach us useful for an employee. This is about
performance management which refers the necessary in ensuring the work and being able to
provide the comfortability to stay productive and engaged with work (Shankar, 2018). A good
performance management help to involved better leadership and have clear regarding the goal
and accept feedback for their changing the working pattern and recreate pattern to gain goals. In
the context with Zara, they used to fill the gap between the workforce that is going today and
help in aspect of future.
Learning and development: There are clear vision and mission to develop new aspect of
learning within an organization. The responsibilities of an HR is create support bridge which
initially help the workforce to fill the gap between them. In the aspect with selected firm,
generally they are dealing with clothing and fashion section. In this, training is very essential for
the development and grooming of employee this provide personal and professional development.
Their are number of learning approach as per the work module is given to employee for the
betterment and improvement of work.
Career planning: As per this, the function are carrying in such a way which help in
boosting the career in their respective field. This function include planning, guidance and
development for employee (Maria, 2019). This help an employee to generate path for raising the
career. In context with Zara, they are being happy to boost their career in given field. In the
behalf of employee they create new promote and increase the sale. This synthesize an option to
success and develop higher productivity and stronger employment brand.
Function evaluation: Function evaluation is more technical role in HR, while it involve
in term of qualification, the quality and availability or workforces, job place and location
working time. So, the overall forces are usually going in this way which add value in
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organization. There are various function which is driven. Some are such as Ranking method,
classification method and point method and personal method.
Rewards: Rewarding employee for their work function help to motivate them for their
task and organization (Analoui, 2017). In context with Zara, they usually do this type of action
by rewarding number of employee for their contribution in firm which create positive impact and
motivation.
Industrial relationship: The function are usually driven by human resources to maintain
the working unity and other appropriate work with members. As per this maintaining good
relation with unions will help to spot and solve the conflict which is arises between organization.
In context with Zara, this unity help in positive way to gain competitive benefits.
Employee participation and communication: This is the major role of Human resources
which play active role in context with employee. Employees need to be informed and heard on
several topic that create relevancy and trust.
Health and safety: In context with organization as per the health and safety
measurement. They create vital role in developing and implementing health and safety measure.
Making these regulation is part of firm to obtain and gain main function. Human resources help
to navigate the effective platform to get advantage from organization in the concern with health
and safety. As per the Zara, in current situation of corona virus they used to create safety
measure for their employee.
So these above mentioned point help ton identify the various role which play by a Human
resource within an organization. This create smooth functioning in firm by formulate strategies
for systemic work.
Effectiveness of recruitment and selection within organization
The recruiting and selecting of potential candidate is an function of human resource
within an organization. This is also a self context approach of organization to hire candidate
which help in achieving objective of organization (Mehralian and et. al., 2017). This is an
process which help to find and hire best qualified candidate for new or existing which is vacant
is know as recruitment process. The several of selection process are go through various number
of procedures which is regulated by organisation to analyse candidate.
Effective recruitment and selection process: An effective process of recruitment help to
observe internal and external factor of candidate. For organisation this is an easy task to hire
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candidate. As per the development dimensions international, the internet and employee are top
most effective and popular approaches to recruiting any candidate. The advertising method is
also effective to attract the audience for their work and organization. The is an effective approach
as per the view point of organisation to choose those candidate who have ability to complete the
appropriate task and make a objective to achieve organisational success path.
Importance of recruitment and selection: This is an effective task for an organisation
which is costly and expensive approach. It also play major role in any business. This recruiting
system have refine process which is followed with proper manner to create non divisional effect
in an organisation (Garcı́a and et. al., 2017). In this aspect, Zara select number of candidate for
their future growth or to complete the objective of firm. They provide training and proper
development for employee. This make them well profession in term of their working and
personality. As per the training, the employee not only produce good product but also help to
stay with organisation for longer period of time. In such circumstance the organisation usually
drive initial and investment to earn more and more. An organisation may have the new
technology and the best physical resources then they accompanied the goal with contribution of
people forces. In many case when labour forces are not right then it will create obstruct in the
path of success. This applied in whole dimensions of business such as school, college, hospital,
legal practices, restaurant, airlines and several manufacturing units which have well-defined
goals.
Types of recruitment: This is also divided in two term. Internal and external recruiting.
Whereas, this help in the recruitment which take place within the organisation. The internal
recruitment have sources which is within organisation. This internal sources which help in the
calculation of selection process are divided as transfers, promotion and re-employment for their
previous employee. To provide the job opportunities for those who previously work in
organisation is a internal sources of recruitment. In this the past employee are invited to fill the
vacancies, so these are concern related with this (Armstrong and Taylor, 2020). External
recruitment have to be solicited from organisation which is from outside sources. The external
sources associated of lot of time and money. This sources of recruitment include employment at
industry gate, various advertisement techniques, employment rate should be exchanges,
employment agencies, educational institutes and labour contractors and various recommendation.
That help organisation to grow effectively.
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Overall the effective recruitment operation look at internal and external people who are
able to give selection interview. The good recruitment process allow number process but due to
lack of time and money the overall process being sorted. They usually divided into three step
which is based on personal interview then course related or job description based interview and
last one is about overall scenario of candidate and their expectation from the job. The recruitment
process are streamlined so each and every staff member follow the step to get process. For an
example, if a firm manager is give task to conduct an interview. The recruiter or Human
resources manager should strategies to a develop plan which is easier and effective by taking the
resume of candidate and their background before taking the interview. In the context with Zara,
the manager provide a job description or vacancy about post. Now as per this human resource
and recruiting team need to create some optimistic planning. This is must follow to gain easier
step to approve and denial of candidate through proper method of interview. This overall process
is must conveyed to to the candidate so as per this they do not hesitate while moving for step.
In this there are various organisation used applicant tracking system (ATS) to maximize
the automation needs. Organisation must be able to automate the other process which has include
tracking system in such a way which provide smooth interview functioning to employee. In the
context with Zara, they used data analytics system, this defines number of people which they
applied for job and as per this, the data analytic provide information regarding how many people
apply for this and management develop planning according to the number of candidates (Mannan
and et. al., 2018). In this while reflecting on the process with each hire it will help to improve
process of selection and recruitment.
Employee referral program: Many of organisation used to involve in employee referral
program which is called as employee recruitment process. They will inspire to share the opening
of job and vacancy their friend or relative which help employee to get referral benefit form
organisation. In the context with Zara, they use various techniques in such a way which help firm
to gain human resource in short period of time. This tool helpful to achieve number of employee
in short phase of time while conducting any pre schedule interview or selection process.
Approach to talent management
Talent management is refer as a primary purpose to formulate a motivated workforce in
an organisation. Who have ability to stay with selected firm for longer period of time. They exact
prefer well analysed way to achieve the company goal and objective which is differ from one
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organisation to other. The talent management is a constant process which is involves in attracting
and retaining high quality of employee and trained them. This also help to develop skill and
provide continuously motivated employee to improve their performance and no chances of
getting feedback form management side. As per this, the talent management is very helpful
approach in an firm to generate new strategies with new implementation plan.
Talent management in Human resources: Talent management usually considered with
number of responsibilities which is hold by Human resources. In addition to this, it is not
sufficient to know as that a human resource management department but as a managing talent.
This an operation which is just reviewed by talent management to make further strategies in
place where the organisation gain maximum profit.
Importance of talent management: The basic answer of this is employee are the most
valuable asset of an organisation. In this the talent management help the organisation to
maximize the value and motivation of employee. As per this they must know their importance in
organisation how they are valuable and contributing the success of firm. This ability has been
attract and retain talented people (Shams Zare, Tahmasbi and Yazdani, 2018). In addition to this,
it is an effective approach to enrol in talent-management program and support the organisational
framework. Some of significance of talent-management which help to enable the employee are:
it help to improve performance: Their are three key practice which must create effective talent-
management which help to support outperformance which is related to peers. In which the
relationship between talent-management and their outcomes are Rapid talent allocation which
help organisation move lastly across with strategies as taking priorities. Positive employee
experience which help Human resource team to play crucial role in structuring employee
experience. The last one of this is to create strategic human resource team which have must
taking new core of development to understand the business priorities. When these three are
merge together to get create effective talent management this improve organisation performance
in respect with various employee and other staff which contributing their hundred percent in
organisation for their goal and objectives. Their outcome are enhance in such a way which
enhance the financial performance of an firm.
Help organisation to stay in competition: In the context with human resource, the new employee
are valuable and talented which have ability to gain competitive advantage through their
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innovative ideas and strategies. They have ability and capabilities to face risk and challenges as
per time to time.
It help in innovation: The new technologies are always provide best possible tool to employee
for their effective working pattern, this new new employee came in organisation with tehgir new
ideas and new techniques which is effective and efficient for growth and helpful to achieve
individual goals.
This help to form productive team: The proper talent-management strategies help employee to
create communication and coordination's in such a way which develop productive team in an
organisation. A team is necessary for segmentation of work (Nadeem and de Luque, 2020). They
provide division of work and this help employee to do their work in relax manner without any
under driven stress from their own task.
It reduce turnover: In context with Zara, the employee are feel valuable their because of their
work and they get chance to grow effectively by seeking opportunities which is provide by
organisation.
It strong employer branding: Talent-management usually help an firm to renovate itself as brand
value. This all are going well by making proper strategies and plan. The promotion of
organisation product are service are gone with appropriate dimension that influence other to buy
product and service and this will raise the profit and create reputation in market. This help
organisation to attract the best candidates for future hiring.
This motivate other to grow rapidly: In an organisation the talent-management admire people to
motivate by their proper planning. This motivate other other employee to work effectively for
growing in various sense of divisional aspect. In the context with Zara, they used to grow by
doing proper task performance.
Talent management model: This model is propose by human resource which use in an
organisation.
Planning: Planning always used in talent-management model which provide a path to
organisational goals. In addition to this, it assess the current employee to see the various skill and
experience of an employee to sustain itself for longer time.
Attracting: This is not simple of any firm to choose a quality of employee for any post. Talent
management ensures that carrying much staff which carry various operation and prevent heavy
load of work ( Freitas, 2018).
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Developing: This development help in step to step which grow within an organisation. It always
associated with employee development plan. This help in identifying role and responsibilities.
Retaining: This purpose of talent-management model to keep the employee in company for loner
period of time. Through training and other type of engagement employee get an opportunities to
create career without leaving the organisation (Megha and Iya, 2018).
Transitioning: this advance phase in which the organisation hire employee for their appropriate
task or post and they gain skill. Then this stage help employee to keep their knowledge within
organisation and this called knowledge management. As per this employee move to other role
and responsibilities for further growth.
HR systems & processes affecting organisational performance
Organisational performance is a key factor ensuring effective achievement of goals &
objectives set by chosen firm. HR processes help companies recruit & retain suitable talent for
various job positions determined by managers of chosen corporation. Also HR systems deal with
employee functions alignment with organisation's motive for smooth functioning of business. In
context of Zara, human resource managers create multiple strategies to select appropriate HR
system or process to carry on activities in an effective manner.
HR processes in chosen organisational context
Human resource planning: This process deal with selective anticipation of people who
will be recruited by managers. In relevance to Zara, a leading fashion apparel company does
planing of human resources by evaluating people based on their job role & accordingly promote
or lay-off. The process follow systematic procedure with components discussed below:
Recruitment- This is first step of attracting maximum skilful people applying for a
position with suitable job criteria. In relevance to, Zara tend to classify its job description based
on the vacancies available in all departments of fashion outlets mainly preferring fashion
designing students (Madsen and Slåtten, 2019).
Selection- This is a filtration process which deals with short-listing potential applicants
who have capability to fulfil criteria of job offered by company. In context of chosen
organisation, candidates are selected in terms of experience, knowledge, qualifications & skills.
Hiring- This is a decision step in which chosen company manager have to take final
decision on who has cleared whole process of recruitment. In order to hire suitable candidate,
Zara corporation have made different qualitative tests to check applicant's ability & confidence.
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Training & development- This is the last step of HRP process, in which employee
performances are evaluated & based on their work done efficient training is provided to improve
personal effectiveness towards company goals (KHAN and KARUNAGODA, 2019). In context
of Zara, various skill enhancement programs relating to fashion industry, professional
development, company policies & procedures etc. are constructed to upgrade employee skills &
capability of work.
Employee benefits & remuneration: Salary & wages of employee is a primary need or
motive behind one working at job. Therefore, increment of money encourage subordinates to
perform work tasks actively. With respect to Zara, top management of company provide various
fringe benefits, incentives, prerequisites to employees devoting their handwork in chosen
company.
Performance management: The HR process motivate individuals at workplace & groups
to meet up organisational goals with efficacy. Performance management consist of analysing
employee performances & checking the progress of work related to product, service , consumer
process or departments in selected organisation. Performance appraisal is an important method
utilized in this process to keep a check on employee working.
Rewarding employees of chosen enterprise depend on which of following appraisal
methods have been adopted by manager. These methods consist of MBO appraisal method, 360-
degree feedback, Assessment centre method, Behaviourally anchored rating scale, Psychological
appraisal, Cost accounting method.
360-degree performance appraisal
In context with Zara, have adopted the 360-degree appraisal method to evaluate the overall
performance of employee from everyone's perspective. Feedback give employees a way to
improve their current performance. In this method , subordinates get anonymous review from
managers, superiors, colleagues and mangers etc (Poongavanam, 2018). confidentially so that
they don't feel inferior and focus only of their strengths as well as weaknesses. The chosen
company based on efforts of handwork by every individual at workplace rewards them with both
financial benefits & non financial achievement awards.
Employee relations: This is a process of building strong relationship between employer
and employee through good communication. HR executive of Zara make sure there is no dispute
arising due to misunderstanding among hierarchy of firm or firmed teams (Kehoe and Collins,
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2017). Maintaining a cordial relationship help resolve conflicts & establish bonds. Employee
relations are based on broadly four pillars that is open interaction, gratitude, on time feedbacks
and investment on human resources of chosen organisation.
Determining various HR system for effective functioning of chosen enterprise
Payroll system: The HR system help chosen business transfer funds & salary amount to
every employee accounts at the same time. In context of given organisation, There is an effective
payroll software adopted by HR managers to automate compensating procedures inconsideration
with salary & wage rates on a click of button. The payroll software make keep track of all
transactions with secured data of revenues & purchases.
Personnel and applicant tracking: The system help managers keep track of appropriate
information about employees regarding their addresses, full name, job title and achievements till
date. In relevance with Zara, have been accessing useful data base of employees & potential
customers through personnel tracking software helping them convert leads as much as possible.
The complete track record of every individual from top, middle & lower level staff members
working in selected organisation help HR department in regulating personnel.
Learning management system: HR department of chosen entity utilize this software
system to guide employees systematically follow policies & procedures of chosen organisation.
In relevance with Zara, have automated its training sessions into sideshows, consistent
encouraging posters, emails, multimedia formats & skill courses. The software not only provide
development programs but also check the effectiveness after training of employees.
On-boarding: The HR process comprise of new hiring work tasks, induction procedures
and specified job position allotment. Chosen entity have used this system software to get rid of
the time taking paperless procedures of hiring an employee. The online portal given to every
subordinate in company regulates every activity of new employee in organisation. The HR
system explains about multiple functionalities going on in selected fashion business.
Compensation management system: This system of human resources help in examining
weather the employees working in chosen firm are getting satisfactory compensation as per their
potential performance or not (Hota, 2019). Selected company while remunerating its
subordinates keep in mind the internal & external factors affecting business environment. The
internal factors consist of company revenue, budgets & financial projections etc. Whereas Zara
analysed its external factors as market fluctuations, fashion demand, local jobs etc.
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CONCLUSION
As per the above discussion, Human resource management is an department which help
in filling and control the flow of human resources. They play various function in an organisation
like hiring and selecting potential candidates for the organisation, which have capabilities to
achieve the given objective of organisation. Several strategies related with selection process and
effect of talent-management in an employee growth, as per this the analysis elaborate human
resource have vital role in organisation.
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