Analysis of HRM Practices at Argos: Employee Relations and Legislation

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Argos, a retail company. The report begins with an introduction to the importance of effective HRM practices and provides an overview of Argos. The main body of the report delves into employee relations, including the role of workplace representatives and the significance of strong employee relationships. It also examines relevant employment legislation, such as equal opportunities, data protection, health and safety, and employment contracts. Furthermore, the report analyzes various HRM documents and practices, including job and person specifications, job advertisements, and interview checklists. The report concludes by emphasizing the importance of aligning HRM practices with employment legislation to foster strong employee relationships and enhance organizational performance. References to relevant academic sources are also provided.

HRM practices

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
1. Employee relationship and employee legislations.......................................................................1
A...................................................................................................................................................1
B...................................................................................................................................................2
2. Human Resource management practices.....................................................................................3
A...................................................................................................................................................3
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
It is important for company to effectively and efficiently conduct various human resource
practices in order to successfully perform different operations of company. HRM practices is
majorly related to attracting, developing, retaining and boosting moral of staff member to
conduct business activities correctly (Pham, Hoang and Phan, 2019). This will significantly
affect organisational activities and capabilities of employees to conduct organisational task
effectively. Chosen company for this report is Argos. This organisation is dealing in retail
industry and it is providing different types of consumer goods with the motive of with the needs
of customers. Argos organisation was developed in 1972 and founder of this organisation is
Rickard Tompkins. This report will include aspects about HRM practices in organisation. It
includes responsibilities of employees along with relation of employee in company. Different
employee legislation are determined in this report. Apart from this various HRM documents are
analysed as well as relation of employees to different organisational practices are evaluated.
MAIN BODY
1. Employee relationship and employee legislations
A.
Representative of organisation play crucial and critical role in company which will affect
significant impact on business (Baldwin, 2016). I have analysed that it is important for company
to have effective workplace representation so that different activities of respective company can
be correctly and appropriately manned. Workplace representation can be describe as person that
is responsible for managing different business legislation along with the relationship in company.
In Argos organisation workplace representative will lead to enhancing company operation as
well as conducting different practices in correct and accurate way.
Disciplinary action – It is responsibility of workplace representative to management
different disciplinary action of organisation. This role will ensure the respective company is
providing all right to staff members and focusing on health or safety of staff while performing
business operations.
Grievance handling – Workplace representative play significant role in handling issues and
grievance of employees. This will help in providing right and accurate path of employees for
performing different Argos company activities.
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I have determined that employees relation of Argos company is significant in effective
performance of human resource management practices (Chaudhry And et. al., 2019). This
company is developing strong and impactful relationship with its employees in order to increase
their capability and performance. This is relevant to Human resource management activities of
company and support in taking better decision that is beneficial for employees and business as
well. I have analysed that by developing strong relationship with employees organisation will
face less disputes and problems. This will directly impact over goals accomplishment of Argos
organisation .
B.
There are different employment laws and legislations that is relevant for organisation and
performance of employees. These legislation will affect business operation or capabilities of
employees to conduct required task in more effective manner. Different legislation that will
affect Argos organisation is mention below –
Equal Opportunities - This employment legislation is related to equal and fair chance to
employees regardless to their gender, age, colour, religion etc. This will support business to
enhance relationships with employees and they will be able to grab more opportunities for
personal and professional growth. Equal opportunity is provided by respective company while
conducting recruitment and selection practices. This company is focusing of capabilities and
skills of individual while selecting candidates. It is not selecting employees on basis of gender,
race or background.
Data protection – It is one of the crucial law that needs to be consider by Argos
organisation. Data protection law will support in securing the information and important details
of company or its employee. This legislation will provide privacy and secrecy of important
details form other (Basharat, 2020). Agros company following data protection act and due to this
employees personal information is not shared with any other individual. Information of
individual is stored in database with strong password protection. Lack of data protection law can
lead to misuse important information of company and employee through unauthorised used.
Health and safety – It is necessary for Argos business to consider safety and health
and regulation with the motive of increasing organisational operation and perform different
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activities of business in effective manner. Health and safety legislation will provide proper
facilities and other safety measure for works that are conducting different organisation
operations.
Employment contracts – This can be describe as the agreement between employer and
employee that will include each and every information regarding role that needs to be performed.
It is crucial for Argos company to develop strong and correct employment contract as this will
includes offer, acceptance, competent parties, consideration, free consent and other legal object
that is crucial for creating contract with employees.
Induction of Agros company is performed in order to provide support and guidance to
new join employees. This company is providing information regarding the rules and regulation
of business which needs to be followed by employees while performing business task.
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2. Human Resource management practices
A.
It is important for company to use different practices of human resource practices for
conduct company task in more significant and effectual manner (L'Écuyer and et . al., 2019).
Various HRM document that is used by human resource team to perform organisational
operations in correct manner are mention below
A job and person specification
Job and person specification can be describe as the document that will includes detail
about the job role as well as the requirement in candidate to be selected for vacant position. It is
essential for respective company to correctly develop job and person specification along with the
complete details about the requirement from candidate and duties of the job role. For example
job and person specification for the position of marketing manager in Argos is mention below
A job and person specification
Job title – Marketing Manager
Location – London, UK
Company – Argos
Key responsibilities
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 Developing effective marketing strategies for increase sales
 Communicating plan and delegating task to employees
 Controlling and managing performance of employees
 Creating marketing budgets, tracking spending and ensuring best value of sales to
company
 Training and developing capabilities and potential for marketing team to perform task
in required manner.
Qualification and experience
Degree of Masters in business administration with specialization in Marketing
Past working experience in marketing field
Understating about different marketing concepts and models
Digital marketing course
Skills
Effective communication skills
Quick decision making capabilities
Customer centred
Job advertisement
This can be describe as the announcement that is created to inform other about the job
opening in organisation (Herreraand de las, 2020). Job advertisement is the advertising or
promotion of vacant job position in the organisation in order to attract large number of candidate
with in the organisation. It is crucial that human resource management team of Argos company is
creating a innovative and creative job advertisement to influence skilled candidates.
Marketing Manager
Argos company is providing opportunity person who is enthusiastic about marketing activities to
be part of dynamic team. Argos is one of the leading multinational retail company that is
providing high quality consumer goods to customers. This organisation has opening for the
Marketing manager job role for London location. This is great opportunity for individual to
enhance their skills and capabilities to successes career in marketing field.
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Interview checklist
It is important for interview to prepare well before taking interview and create checklist that will
support in selecting most accurate employee for organisation (Armstrongand Taylor, 2020). This
checklist will support in determining capabilities and knowledge of different interview and
selecting the most suitable candidate out of large pool. Example for the checklist while taking
interview of marketing manager in organisation is mention below –
Check list for Marketing manager interview
 Information about Argos company and its mission or structure.
 Detail about job role and responsibilities.
 Communication capabilities
 Confidence while answering
 Knowledge about marketing aspects
I have analysed that there is high relevance of employees relationship with the employment
legislation and along with recruitment or selection practices of respective company. It is
important for Argos company to consider various laws while performing business. This will
assist in building strong relationship between employees and organisation and have direct
influence over productivity of respective company. As per the information collected from
internet and other sources Agros company is providing equal recruitment opportunities to
females and males. Argos company consider equal opportunity legislation while recruitment and
selection process. Through this I have analysed that equal opportunities of recruitment and
selection will lead to developing in morale and performance of employees. This support in
providing equal and fair opportunities to candidate for selecting in vacant job role of Argos
company . Through this legislation respective company is able to develop strong and effective
relationship with staff member and motivate them to conduct organisation activities in accurate
manner (Amruthaand Geetha, 2020). Health and safety law implementation in Argos company
will lead to boost the capabilities and potential of workers. They will be more engage in
organisation activities in order to attain set goals.
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CONCLUSION
As per entire above shown assessment it is determined that employees is one of the
important part of organisation that support in effective functioning of organisation. It is
important for business to effectively manage different practices of human resource manager as
this will assist in hiring and selecting capable employee for performing different business
functions. There are different legislations and laws that should use by organisation while perform
business task and enhancing employees performance or productivity.
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REFERENCES
Books and Journals
Amrutha, V.N. and Geetha, S.N., 2020. A systematic review on green human resource
management: Implications for social sustainability. Journal of Cleaner
Production. 247. p.119131.
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Baldwin, M., 2016. Critical reflection: Opportunities and threats to professional learning
and service development in social work organizations. In Social work, critical reflection and the
learning organization.(pp. 51-66). Routledge.
Denhardt, R.B., and et. al., 2018. Managing human behavior in public and nonprofit
organizations. CQ Press.
Herrera, J. and de las Heras-Rosas, C., 2020. Corporate social responsibility and human resource
management: Towards sustainable business organizations. Sustainability. 12(3). p.841.
L'Écuyer, F.,and et . al., 2019. Strategic alignment of IT and human resources
management in manufacturing SMEs. Employee Relations: The International Journal.\
Pham, N.T., Hoang, H.T. and Phan, Q.P.T., 2019. Green human resource management: a
comprehensive review and future research agenda. International Journal of Manpower.
Yong, J. Y. and et. al., 2020. Pathways towards sustainability in manufacturing organizations:
Empirical evidence on the role of green human resource management. Business
Strategy and the Environment. 29(1). pp.212-228.
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