Human Resource Management Practices at Zara: A Detailed Report

This report provides a comprehensive analysis of human resource management (HRM) practices within Zara, a UK-based multinational fashion retailer. It begins by outlining the core functions of HRM, including job design, training and development, compensation and benefits, employee performance management, and employee engagement. The report then delves into the strengths and weaknesses of internal and external recruitment approaches, as well as online screening and interview methods for selection. Further, it explores the benefits of various HRM practices for both employers and employees, and assesses their impact on organizational profit and productivity. The importance of employee relations and relevant employment legislation are also evaluated, along with the application of specific HRM practices in the workplace. The report concludes with an overview of Zara's HRM strategies and their impact on the company's success.

HUMAN RESOURCE
MANAGEMENT
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Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Determine the purpose and functions of human resource management for workforce
planning and resourcing in Zara.............................................................................................3
P2 Determine the strengths and weaknesses of different approaches to recruitment and
selection..................................................................................................................................5
M1 Determine the HR functions in Zara................................................................................7
M2 Determine strengths and weaknesses of recruitment and selection in Zara.....................7
D1 Determine strengths and weaknesses of recruitment and selection in Zara.....................8
TASK 2............................................................................................................................................8
P3 Determine the benefits of different human resource management practices in Zara for both
the employer and employee....................................................................................................8
P4 Determine the effectiveness of different HRM practices for raising organisational profit
and productivity....................................................................................................................10
M3 Discuss different methods used in HRM practices........................................................10
D2 Determine the HRM practices and their application......................................................10
TASK 3..........................................................................................................................................11
P5 Evaluate the importance of employee relations which influences human resource decision
making..................................................................................................................................11
P6 Determine employment legislation which impacts the human resource decision making12
M4 Determine key aspects of employee relations management and employment legislations
..............................................................................................................................................14
D3 Evaluate employee relations and the application of HRM practices that inform and
influence decision-making in Zara.......................................................................................14
TASK 4..........................................................................................................................................14
P7 Explain the application of HRM practices......................................................................14
M5 Discuss rationale for application of specific Human resource management.................17
CONCLUSION..............................................................................................................................18
REFERENCES..............................................................................................................................19
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INTRODUCTION
Human resource management is the process of recruiting the most talented workforce in
the organisation. Human resource management also involves managing and maintaining and
developing the human capital of an organisation. Human resource management is the function
which is performed by human resource manager of an organisation (Ahmad, 2015). Human
resource manager shoulder different responsibilities in order to mange the functioning of
organisation. In the context of the company Zara, which is an UK based multinational
organisation and famously known for its fashion apparels, it also renders accessories, shoes,
swimwear and perfumes. This report covers the purpose and scope of human resource manager
in Zara, strengths and weakness of different approaches used by human resource manager for
recreating ad selection, beenfits of human resource manager practices for both employer and
employee, effectiveness of human resource practices for achieving profit and productivity,
importance of employee relations, key elements of employment legislations, application of
different human resource practices in work related context.
TASK 1
P1 Determine the purpose and functions of human resource management for workforce planning
and resourcing in Zara
Human source manager in Zara performs different functions in order to manage and
maintain the workforce of an organisation (Bailey and et.al, 2018). Human resource manager is
responsible to monitor and scrutinise all the activities of the human capital of the organisation in
orde to accomplish organisational objectives. Some of these functions performed by the human
resource manager in Zara are stated below:
Functions of human resource management:
Job design
Job design is an important function performed by the human resource manager in Zara,
job design including describing the job performed by each individuals and setting the objectives
of the desired job, human resource manager in Zara design the job and delegates it to different
teams and individuals job design involves setting different job roles that what kind of job is to be
performed in order to accomplish organisational objectives it involves what are the different task
performed, who will perform, what the different measures ad resources that has to taken by the
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organisational in order to complete the assigned task. Human resource manager assign different
job roles and duties of the employees of an organisation in accordance to the skill possessed by
each individuals.
Training and development
Human resource manager in Zara render skilful training and development to all the
employees in a workplace (Berman and et.al, 2019). The human resource plan to render training
to the employees who are new to the organisation and needs to improve their soft skills and
technical skills in order to work in accordance to the pre determined standards set by the
organisation, training and development programmes are also conducted by the human resource
manager in Zara to the employees while assigning new project to employees who are not able to
work efficiently. Thus, training and development helps to improve the skills and knowledge of
employees in order to accomplish organisational objectives.
Purpose of human resource management:
Compensation and benefits
Human resource mangers are responsible for rendering compensation and benefits to the
employees, human resource manager in Zara renders compensation to employees by complying
to the legislation of the government, human resource manger render fair remuneration to the job
performed by the employees. Human resource manager in Zara also renders benefits like
monetary and non monetary incentives to the employees who are highly efficient.
Employee performance management
Human resource manager in Zara manager and monitors the performance of the
employees to evaluate that the work performed by them. Monitoring and scrutinising the
performances of employees is important as it helps to ascertain the effectiveness of
organisational objectives. Employee performance is important as it helps to determine the work
performed by each individuals that how far an individual is able to achieve the pre determined
standards of the work (Boella and Goss-Turner, 2019).
Employee engagement and relationship
Employee engagement and relationship is an important factor which helps determine
employee contribution in an organisation. Human resource manager effectively communicates to
the employees in Zara in order to promote communication and coordination between the
employees so that employee feel easy and comfortable and retains for longer period an
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organisation. Moreover, employee engagement helps the employees to express their view and
opinions in workplace where they contributes their roles in decision making activities. Employee
engagement helps the employee to feel valued as thus contributes to increase in productivity and
efficiency. Human resource manager in Zara conducts seminars and both informal and formal
meet in order to promote employee relationship in the organisation. Employee relationship helps
to build positive working environment in the workplace and develop working relationship with
the employees.
P2 Determine the strengths and weaknesses of different approaches to recruitment and selection
RECRUITMENT: Recruitment is the most important function performed by the human
resource manager in Zara, recruiting involves hiring the skilled manpower in order to develop
highly efficient workforce (Brewster and Hegewisch eds, 2017). Human resource manager in
Zara uses different approaches of recruitment and selection some of these are discussed below
Internal approaches: recruitment is the process of attracting the most suitable candidates in the
workplace in order to carry business functions. Human resource manager in Zara uses the
internal recruitment by employee referral, transfers or promotion. The internal recruitment helps
to fill the vacant positions in the workplace and motivate the employees for better workforce
management.
Strengths: Internal recruitment helps to motive employees with transfer an promotion, where
employees feel motivates with the job appraisals. Internal are recruitment helps to fill all the
vacant positions of the workplace, where the human resource manager is confident for the
internal recruitment. Transfer and promotion in Zara are rendered to the employees who are
highly efficient and thus it helps to fill the vacancies though internal recruitment. It includes low
cost and time and easy way of recruiting within the organisation (Brewster and et.al, 2016).
Weakness: Internal recruitment might lead to workplace conflicts, as it is not possible of the
human resource manager to promote all employees in an workplaces, human resource manager
have to choose the most suitable candidate fir internal recruitment which leads to clashes of
opinions and interest of the employees in the workplace. Moreover, it looses the freshnesses of
recruiting new employees in the workplaces which leads to low creativity in the organisation.
External approaches: external approach of recruitment involves screening candidates for
specific job position from outside the organisation. External approaches involves walk in
interview, off campus or campus placement. Human resource manager uses different mediums
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of external recruitment approaches including e-recuitment by publishing advertisement in social
media, we advertisement, print media. The strengths and weakness of external recruitment are
discussed below:
Strengths: External recruitment approach practices by human resource manager helps to recruit
fresh talents in the workplace which brings innovation and creativity in the workplace. External
recruitment helps to increase the size of the organisation wherein new minds puts their minds
and efforts for the job performed by the employees in a workplace (Cooke, Wood and Horwitz,
2015). Recruiting young or experienced employees helps to Zara which contributes in adding to
the highly efficient employees in the workplace which helps to productivity and efficiencies in
business activities, moreover external recruitment helps to generate new business ideas ad
creativity in the offerings of organisation.
Weakness: External recruitment practised by human resource manager in Zara increases the cost
incurred in recruitment activities. As external recruitment is a long tedious process which
involves huge cost and time in order to find the ideal candidate present at different location for
the specific job role. External recruitment involves different procedures where the human
resource manager have to judge the employee competencies and skills required for the specific
job role.
SELECTION: Selection is the process which involves selecting and choosing the
candidate who are highly skilled for performing different job roles. Selection is the negative
process which involves rejecting the unsuitable candidate. Different approaches performed by
the human resource manager in Zara are discussed below:
Online screening: It involves short-listing the candidates who have applied for the specific job
roles, the human resource manager in Zara selects candidates by matching the skills and
knowledge of employees with the job requirement. Human resource manager screens the suitable
candidate by online screening where the manager rejects or selects the candidates by requiring
their skills of different candidates through online platforms (Delery and Roumpi, 2017).
Strengths: online screening helps to save the cost incurred in selection, human resource manager
in Zara performs online screening by making an online portals where different candidates applies
for the job role, the human resource manager collects the data of the candidates and selects the
most suitable one, it helps to save the cost incurred in selecting the specific candidates
physically. It is the most convenient of selection as the human resource manager gather
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information of different candidates from any location which turns the most economical way of
selection for human resource manager in Zara.
Weakness: Online screening might can be an ineffective way of selection as until when the
human resource manager physically screens the candidates, the human resource manager cannot
exactly evaluate the communications skills of the candidate (Greer, 2021).
Interview method: This method of selection involves selecting the desire candidate through
different interviews. Where the candidate have to physically visit to the place of interview where
the skills and knowledge of the candidates will be judged by different verbal and written test.
Human resource manager in Zara conducts interviews in order to selects the candidates in
accordance to the technical and soft skills possessed by them.
Strengths: Interview methods are the most reliable method, where the human resource manager
personally judges the skills and competencies possessed by different candidates.
Weaknesses: Interview methods adds huge cost for recruiting and selecting particular candidates.
Where human resource manager in Zara have to put efforts and time in order to recruit the highly
skilled workforce in the organisation.
M1 Determine the HR functions in Zara
Human resource manager in Zara has to conduct different function in order to accomplish
organisational objectives. These function are as:
Recruiting
Recruiting is the main function of the human resource manager wherein the HR manager have to
recruit highly talented and skilled workforce in the organisation.
Training and development
Training and develop is an another function performed by the human resource manager in Zara,
wherein the manager renders different training and development opportunities to the employees
in order to boost and improve the skills and knowledge of the employees.
M2 Determine strengths and weaknesses of recruitment and selection in Zara
Strengths
Highly efficient workforce
In order to deploy highly efficient workforce in the organisation it is important to staff skilled
and talented pool of employees in the organisation.
Weaknesses
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Huge time and cost
It incurs huge time and cost to identify and find the talented workforce in the organisation,
wherein the HR manager find difficult recruit the candidates who are highly skilled among the
pool of candidates.
D1 Determine strengths and weaknesses of recruitment and selection in Zara
Strengths
Working standards
By recruiting high skilled and talented workforce in the organisation, the human resource
manager meets the working standards in Zara
Profitability
When business is able to achieve the set of objectives at the given deadlines thus to achievements
of profitability gaols in Zara.
Weaknesses
Organisational conflict
Recruiting new employees in Zara, often leads to workplace conflicts, wherein employees
clashes their opinions to different organisational context.
TASK 2
P3 Determine the benefits of different human resource management practices in Zara for both the
employer and employee
Human resource manager in Zara performs different functions in order to accomplish
organisational objectives and workforce management. Different human resource practices helps
to monitor and control the functioning of the workforce in the workplace (Guest, 2017). These
human resource practices are discussed below:
Compensation and benefits: According top the legal laws, an employer must render fair
remuneration to the employees. Human resource manager in Zara ender compensation and other
monetary benefits to the employees in order to motivate the employees.
Benefits to the employer: Rendering fair remuneration to te employees helps to retain employees
in the workplace. Where feels that their financial needs are met and addressed it motivates them
retain for longer in the workplace. Employee retention helps to maintain the consistency in
organisational functioning. Moreover, rendering employees monetary benefits and incentives
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helps to motivate employees which further contributes to accomplish productivity in
organisational objectives.
Benefits to the employee: When employees gets fair remuneration they feel satisfied which helps
to increase the productivity of the employees in the workplace. Compensation and benefits is an
important aspects as it motivates the employees to work more effectively (Jabbour and de Sousa
Jabbour, 2016).
Training and development: Training and development activities are the important function
perform by the human resource manager in Zara, training an development serves different
benefits to both employee and employer. Training and development are rendered in order to
improve skills and knowledge of the employees. It is the most important function which is
required to maintain and develop the workforce of an organisation.
Benefits to employer: Training and development helps to accomplish the working standards set
by the employer an achieve the productivity. Human resource manger renders training and
development activities in order to improve the competencies of the employees so that they are
able to perform the job roles effectively.
Benefits to employee: Training and development helps to improve both personnel and
professional skills of the employees which are required for achieving the competencies at work.
Where training helps to accomplish the career growth of the employees which improves the
skills and competencies of the employees.
Performance management: Performance management is an important human resource function
which is needed to evaluates the performance of the employees in the workplace. Through
performance management human resource managers in Zara evaluates the performance of each
individual in the workplace and determines the effectiveness of the task performed by different
individuals (Jamali, El Dirani and Harwood, 2015). Performance management is the function of
the human resource manager which involves leadership, communication, goal setting, feedbacks
in order to manage the performances of each employees. Human resource manager in Zara
renders clearly sets the working standards and goals of the task that is be performed, human
resource manager through effective leadership skill communicates the objectives that has to
accomplished and render the feedbacks to the employees to determine the effectiveness of work
performed by the employees.
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Benefits to the employer: Performance management helps to monitor and control the
performances of each individual in the workplace which helps to determine effectiveness of
work performed by each individual. It helps to analyse the deviations of th work and take
corrective measures in order to improve the performances of the employees. The human resource
manager in Zara review the performances of each individual and rendering regulative feedback
of the work performed by the employees (Kaufman, 2019).
Benefits to the employee: Through performance management employees can become competent
enough to improve the technical skills. Performance management helps to improve the skills of
the employees and work effectively in order to accomplish organisational objectives.
P4 Determine the effectiveness of different HRM practices for raising organisational profit and
productivity
Talent management
Human resource manager manages the workforce of an organisation by delivering them right
compensation and other non-financial benefits in an organisation. Human resource manager also
manages the workforce of an organisation by proper training and development opportunities so
that employees can attain both personal and professional growth development.
Leadership
HR manager right renders guidance to the employees so that they able to focus on the work and
employee matches the quality working standards of the organisation.
M3 Discuss different methods used in HRM practices
Providing employee security
Providing employees security over their jobs, HR manager initiates different duties in order to
deliver both physical and job security to the employees.
Delivering right organisational objectives
HR manager delivers right organisational objectives wherein the HR manager assigns different
job roles and duties with complete information that each of the employee have to perform in the
organisation.
D2 Determine the HRM practices and their application
Compensation and benefits
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It is the responsibility of the HR manager to deliver remuneration to the workforce of an
organisation, HR manager in Zara renders compensation and benefits to the employees in
accordance to the work performed.
Employee motivation
Human resource manager in Zara renders motivation by delivers financial and non-financial
incentives to the employees which stimulates and motivates the employees so that they are able
to work more productively.
TASK 3
P5 Evaluate the importance of employee relations which influences human resource decision
making
Employee relation is determined by the relationship of employees and the employer
which helps to build strong working relationship in order to accomplish organisational functions.
Employee relationship is important as the good relationship helps to transmit easy flow of
information which helps to accomplish organisational objectives.
Reduces ambiguity: Human resource manager in Zara conducts seminar and employee meets in
order to promote communication and interaction among employees. Effective communication
helps to reduce the ambiguity at work, employee relationship helps to rightly determine
information of each task which is to be accomplished (Kavanagh and Johnson, eds, 2020).
Employee relationship contribute to effective communication in the workplace where employee
clearly interprets the objetives of specific task.
Productivity: Employee relationship helps to increase the productivity at work, as employees
feels determined and coordinates group efforts to accomplish the desired task. When employee
are productive it helps to generate incensed revenue to organisation. Human resource manager in
Zara build good relationship with the employee4s which motivates them to work effectively and
thus contributes to accomplish productivity at work.
Positive working environment: Positive working environment is achieved when employees and
organisation promotes healthy working environment in the workplace. Human resource manager
Zara conducts group discussion sessions and office outings which helps to build employee
relationship where employees feels engaged and satisfied in the workplace which further helps to
promote positive working culture (Kianto, Sáenz and Aramburu, 2017). Positive working
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culture helps develop the strong working culture among employees which contributes to smooth
functioning of the organisational objectives. Positive working culture further contributes for
building employee engagement which helps employees to work with determination and stay
loyal to the organisation. Human resource manager in Zara contributes the positive working
relationship by addressing the opinion of employees in the workplace which helps in building
employee engagement in the organisation.
Reduced conflicts: Human resource manager in Zara takes issues and concerns of different
individuals which helps the employee to feel valued in the workplace. Employee relationship
reduces the conflicts and tensions at the workplaces rather it contributes to develop the effective
employee relationship and engagement where each employees feels comfortable and contribute
to teams spirit among the employees. Human resource manager in Zara takes the views and
concerns which reduces the risk of conflicts in the organisation.
Employee retention: Employee retention is an important aspects which is defined the number of
employees in the workplace. Human resource manager communicates to employees and collects
regular feedbacks from the employees in order to determine the concerns and changes that is
needed to be implemented in order to attain positive working culture. By taking these measures,
it helps the employees to retain in the workplace for long and they stay loyal in the organisation
as their issues and concerns are bee addressed (Marchington and et.al, 2016).
Team spirit : Team spirit is an important factors which help to coordinate the efforts of different
individuals in order to achieve organisational objectives. Employee relationship which to build
strong working relationship with other employee and employer, where the employees feels
motivated in order to accomplish teams gaols and objectives. Team effort helps to easy and quick
completion of task.
Thus, employee relationship is an important factor which contributes accomplishment of
organisational objectives by maintaining strong working culture and employee nenegament in
the organization
P6 Determine employment legislation which impacts the human resource decision making
In order to run to business operations it is important for the business to comply with all
the legal laws framed by the government, these laws are the framework which determines the
ethical code of running businesses (Mathis, Jackson and Valentine, 2015). Zara complies with all
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