HRM Report: Strengths, Weaknesses, and Benefits in HRM Practices

This report provides an overview of Human Resource Management (HRM) practices, focusing on recruitment strategies and employee relations. It examines the strengths and weaknesses of both internal and external recruitment methods, highlighting their impact on an organization's talent pool and financial aspects. The report further explores the benefits of various HRM practices, such as conflict resolution, training and development, and employee relations, within an organization like H&M. It emphasizes how these practices contribute to skill development, a strong workforce, and a positive work environment. The report also discusses the role of HRM in addressing employee rights, discrimination, and harassment, as well as the significance of healthy employee relations for organizational success and productivity. The analysis includes references to relevant literature to support the findings.

HRM

Table of Contents
P2 Strength and weakness of different approaches of recruitment........................................1
P3 ...........................................................................................................................................2
Benefits of different HRM practices within organization......................................................2
Employees and employers of H&M.......................................................................................2
P5............................................................................................................................................2
M1 ..........................................................................................................................................3
M2 & D1.................................................................................................................................3
M3 & D2.................................................................................................................................4
M4 &D3..................................................................................................................................4
REFERENCES................................................................................................................................5

P2 Strength and weakness of different approaches of recruitment
External recruitment: External recruitment is the process in which organisations recruit precise
candidate from outside of the organisation by using different methods such as campus placement,
advertisement, management consultants, etc. In this type of recruitment business looks to fill the
vacancy from any of the suitable applicant outside the business.
Advantages-
 Outside people bring new talent to the organization as they have wider range of
experience. In this recruitment larger pool of workers from which you have many options
so best candidate can be selected in this process (Jackson, Schuler and Jiang, 2014). Organisation receives variety of candidates who posses different skills capabilities and
knowledge which help in attaining aim and objective of organisation.
Disadvantages-
 It indirectly give impact to the financials because due to advertising and interviews
required for the process so it will be expensive to the organization. It is a longer process
and it may not be effective enough to reveal the best candidate. It increases cost to organisation as management has to bear advertisement cost, interview
cost and training and development cost.
Internal recruitment: In this type of recruitment business looks to fill the vacant position from
within its existing workforce.
 Advantages- People are already familiar with business , background and its operations. It
is cheaper and quicker to recruit. It gives opportunities for promotion within business can
be motivating.
 Disadvantages- This limits the number of the potential applicants and no new ideas are
generated. It may cause resentment amongst candidates who are not appointed. They may
create another vacancy ( Budhwar and Debrah, 2013).
1

P3
Benefits of different HRM practices within organization.
Employees and employers of H&M Conflict resolution: The HRM practices of H&M helps in mediating dispute within
organization, whether between employees or the employer. They interpret company
policies and procedures and define appropriate workplace behaviour. The also attempt to
resolve matters such as insubordination, poor attitude and other disrespectful behaviours Training and development- Training and development of employees are essential as it
promotes their growth and development. The HRM at H&M help workers by giving them
training and development is another responsibility of human resource managers
(Brewster and et.al., 2016 ). They organize training programs and determine the
appropriate delivery method to introduce training material based on workers needs.
Human resource managers are an asset employees may optimise to improve their sales or
customer service skills. Human resources regularly provides training opportunities
employees can take advantage of to gain additional experience. Further, human resources
managers help workers develop a career track to pursue future opportunities.
 Employee relations : Human resources managers at H&M provide support for employees
who feel their rights have been violated. Employees who experience discrimination or
harassment may contact human resource managers for assistance to remedy the situation.
Human resources managers interpret anti-discrimination and harassment laws and assist
employees with legal matters.
P5
Employee relations refers to the relationship between employers and employees. An organisation
with effective employee relations will be able to sustain in the competitive environment. The
HRM at H&M focuses on fulfilling need and expectations of employees in order to maintain
effective relationship with them. To maintain healthy employee relations in the organisation is
mandatory for the organisational achievement. The basic requirement is strong and mutual
employee relations for high productivity and human satisfaction. Majorly employee relations
deal with avoiding and resolving issues concerning individuals which might arise out of or
influence the work scenario. HRM decision making process is highly influenced to employee
2

relations. HR managers formulate policies in order to enhance employee relations within H&M.
`Strong employee relation depends upon healthy and safe work environment, cent percent
involvement and commitment of all employees, incentives for employee motivation, and
effective communication system in the organization (Brewster and et.al., 2016.). Healthy
employee relations lead to more efficient, effective, motivated and productive employees which
further lead to increase in sales level. As sales is the lifeblood of any of the business. Good
employee relation shows that employees should feel positive about their identity and their job as
well as about being a part of such a great organization. Despite the importance of strong and
healthy employee relations, there are circumstances in the life of every organization when
employee and management relations are hampered.
M1
HRM functions can effectively improve skills and talent in the employees through
training programs, allocation of roles properly, lining employees and resolving any issues related
tot he workers. It helps in encouraging them and building good coordination among employees
in various departments due to which they learn and improve their own capabilities.
M2 & D1
Recruitment process Strengths Weaknesses
External recruitment Outside people bring new
talent to the organization as
they have wider range of
experience. In this recruitment
larger pool of workers from
which you have many options
so best candidate can be
selected in this process
It increases cost to
organisation as management
has to bear advertisement cost,
interview cost and training and
development cost.
Internal recruitment People are already familiar
with business , background
and its operations. It is cheaper
and quicker to recruit. It gives
This limits the number of the
potential applicants and no
new ideas are generated. It
may cause resentment amongst
3

opportunities for promotion
within business can be
motivating.
candidates who are not
appointed. They may create
another vacancy
M3 & D2
There are various methods used in HRM practices that helps in developing a strong
workforce in an organisation such as H&M. These methods are highly effective in improving
employees skills, productivity and performance with a business. For example – personality tests ,
qualities tests for recruiting and selecting human resources, training human resources.
M4 &D3
Human resources managers at H&M provide support for employees who feel their rights
have been violated. Employees who experience discrimination or harassment may contact human
resource managers for assistance to remedy the situation. Human resources managers In H&M
interpret anti-discrimination and harassment laws and assist employees with legal matters.
4

REFERENCES
Books and Journals
Brewster, C. and et.al., 2016. International human resource management. Kogan Page
Publishers.
Budhwar, P. S. and Debrah. Y. A. eds., 2013. Human resource management in developing
countries. Routledge.
Jackson, S. E., Schuler, R. S. and Jiang, K., 2014. An aspirational framework for strategic
human resource management. Academy of Management Annals. 8(1). pp.1-56.
5