Human Resource Management Report: HRM in the Retail Sector

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Argos, a retail company. The report begins with an introduction to HRM, its purpose, and functions, followed by an examination of Argos's HRM division's roles, including human resource planning, recruitment and selection, training and development, career planning, and motivation. The report then analyzes the strengths and weaknesses of various recruitment and selection approaches, such as internal and external recruitment, and the use of third-party agencies. It further explores the benefits of HRM practices for both employers and employees, focusing on aspects like training, skill development, and career growth. The report also assesses the effectiveness of HRM practices in enhancing revenues and productivity, including training and development programs, improved working conditions, and reward systems. The importance of employee relations in affecting HRM decisions is also discussed, along with the key elements of employment legislation and their impact on HRM. Finally, the report examines the application of HRM practices in a work-related context, including aspects like CVs, interview questions, and job descriptions, providing a thorough overview of HRM within the context of a retail organization.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P.1 Purpose and functions of Human resource management.................................................1
P.2 Strengths and weakness of recruitment and selection approaches...................................2
P.3 Benefits of HRM practices for employer and employee..................................................4
P.4 Effectiveness of HRM practices to enhance revenues and productivity..........................5
TASK 2............................................................................................................................................6
P.5 Importance of employees relations in affecting HRM decisions.....................................6
P.6 Key elements of employment legislations which can impact HRM decisions:...............7
P.7 Application of HRM practices in work related context...................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management is process of recruiting and selecting qualified and trained
employees in firm (Armstrong and Taylor,2014). It is important so that they perform better and
give best outcomes. Through this all activities can also run properly and efficiently. Thus firm
can run successfully and smoothly. As a result company can easily achieve their objectives. It
leads to growth and development of organization and it can also maintain unique and favourable
position in minds if all users and customers. Report discusses about Argos firm which is a retail
company. It was found in 1972 in U.K. Assignment describes about purpose and functions of
company to achieve desired goals. Project explains about effectiveness of key elements in firm.
Report discusses about internal and external factors which can influence HRM decision making
and application of various personnel practices in work related context such as CV,interview
questions,job description and specification etc.
TASK 1
P.1 Purpose and functions of Human resource management
Every company has its own goals which every employees want to achieve as same in the
Argos everyone want to achieved hence for this they appoint literate employees.
Function of Argos HR division are:-
Human resource planning - In this function the management of company decide in
advance about the future goals .So that they identifies current and future human resource needs
for organisation to achieve its goals. They can also do proper job analysis and make clear
vision about the job description then evaluate job requirements of followers.
Recruitment and selection - Human resource management make a proper selection
process, identify the talent, select them and motivate them for the role of organisation. They
create proper plan and policies so they can select competent employees.
Training and Development - Organisation has to appoint skilled managers and leaders
who can trained the employees by adopting different method of analysis like competency
mapping and gap analysis for training process. For development they identify the potential
assessment based on training process.
Career Planning - On the basis of development process HRM help to make a career
planning by using talent management which have to make strong career path and also improves
1

the loyalty of employees (Armstrong, 2014). It ensures a constant supply of promotable
employees.
Motivation- For this management have to motivate the employees of company by giving
chance of feedback to employees or by providing compensation ,rewards.
Purpose of HRM activities in Argos Limited-
Recruitment the best employees - Company recruit qualified employees and HR
manager deal with employees so that HR can placed the right person at right department. Due to
this managers able to increase efficiency and productivity (Bratton and Gold, 2017).
Improve management skills - Managers have to improve the skills of employees by
providing proper planning, training, communication and motivation.
Reduce conflicts- Human resource manager motivates as well as guide them to solve the
problem to reduce the conflict. So that all member can give better outcomes.
Safe and fair working environment- Managers are always responsible for providing
open culture to employees so that they can give feedback easily and also put there views in
meetings.
P.2 Strengths and weakness of recruitment and selection approaches
Different approaches are used for recruitment and selection. Strengths and weakness of
these methods used by Argos are-
Internal recruitment-
If firm selects staff members from company is is called internal recruitment. It do not selects
workers from outside organization.
Strengths
Motivates staff members: When existing staff members are selected and promoted it
results in increasing energy and enthusiasm level of all employees. This helps in improving their
performance.
Decreases time and cost: Company do not incur extra expenses in selecting employee
through advertisement agency or through other external source. Hence it reduces extra expenses
and time of firm.
Weakness:
No new skills: As existing staff members are selected so hence there is no knowledge
and innovative ideas in firm. So new plans and policies cannot be created (Brewster, 2017).
2

Increases problems: Some staff members are promoted so hence it causes chaos and
conflicts in remaining employees. Through this activities cannot function properly. Hence it
leads to increasing of problems and issues among all workers and in firm (Brewster, Mayrhofer
and Morley, 2016).
External approach-
If employees are selected from outside the company it is called external source. Through this
firm can bring innovation in company.
Strengths:
Selecting talented employees: Company has various options as they are recruiting from
outside source. So firm has talented,skilled and competent employees.
Distinct ideas: New employees can give innovative,unique and different ideas through
which firm can run smoothly and successfully.
Weaknesses:
Time consuming: It incurs more time as company has to advertisements and move to
colleges so that they can recruit talented employees. It is a time consuming activity.
Expensive: Huge amount of money is wasted on advertisement,campus recruitment and
other selection methods. It costs a lot. Thus it cannot focus on other impartant activities and
tasks.
Third party:
If consultancy agency recruits and select staff members then it is called third party recruitment.
Strengths:
Qualified applicant: Qualified and educated employees can selected through this source.
Increases profits: If it selects capable and efficient staff members so hence firm can earn
more profits. This leads to growth and success of organization in future.
Weakness:
Takes more costs: Agency takers huge costs from company so it is a costly source of
recruitment. So firm sometimes think of not to select this option and can select anther source of
selecting employees (Meglio, King, and Risberg, 2015).
3

No knowledge of culture: They do not know values,ethics and norms of firm so hence
they can select applicants who are not appropriate for firm. Through this it can cause loss to
company (Purce, 2014).
P.3 Benefits of HRM practices for employer and employee
Advantages for employees and employers of Argos limited-
Benefits to employees-
Laws and regulations- HR is managing all the roles in company like HR providing
many health benefits to employees like insurance,health maintenance,medical facilities due to
this they work easily and help the organisation in achieving the goals on time.
Increase in efficiency- Organisation provide better training to employees according to
needs of employees. Managers also maintain good relationship with all employees and they also
solve their all problems. Due to this all staff member can perform well and give better
performance. This also improves the quality of work and enhance the productivity.
Skill development -Firm is organizing different training program like mentoring,group
discussion,lectures,management games for the employees so they can gain more knowledge. All
staff members can develop necessary skill to perform particular activity.
Good career growth: By motivating all employees it can increase the energy level and
enthusiasm level of all employees. Training is also provided to workers hence they can perform
each activity in unique manner. Thus it enhance their career and it results in growth and
development of all employees. Thus they can perform better.
Solve all problems: HR manager can communicate with employees and thus solve their
grievances and issues. Thus it puts positive impact on employees. Thus they can perform in a
better way. It results in improving their quality of work. Hence all employees can achieve their
goals.
Benefits to employers-
Reduction in employee turnover-As employer provide training to there employees
according to need of staff member. They also conduct different seminars in which they
recognized for high performance. Due to this there is increase in their motivation level and they
do not left the job. This help in increasing the loyalty of firm (Riley, 2014).
4

Reduces conflict-Human resource manager solves all matters and issues in an matter of
employees .Thus staff member can perform each task in better manner. It increases the quality of
work done. It also help in increase in productivity and profit of company (Schermerhorn and et.
al., 2014).
Good environment within organization -HR is able to make good working
environment by giving chance to employees in participation on task. They can also motivate
them by providing extra rewards for there work. This improve the productivity and reduce the
absenteeism.
Increases profits: By motivating and providing training to all employees all staff
members can give good results. Thus it results in increasing sales and company can earn more
revenues. As a result it can give strong competition to other firms.
P.4 Effectiveness of HRM practices to enhance revenues and productivity
Various HRM practices are applied so that firm can increase their revenues. Effectiveness
of personnel practices to enhance profits and productivity applied by Argos are-
Training and development: HR manager helps in providing training to staff members
according to other convenience and needs. Argos firm can organize various training sessions and
programmes for employees so that they can enhance their knowledge and skills which is required
for performing variety of tasks. For example Argos firm can use computer based training in
which they can learn different methods of performing variety of activities. Online based session
can be organized in which methods of producing goods are to be trained to staff members. They
can also learn different selling skills through which they can sell many retail products to users.
Company also have interactive programmes through which they can solve all problems related to
learning and personal issues. Through this they can learn different sills and they can handle
various tasks. Hence firm can produce good quality of products and can deliver to users. As a
result they can easily enhance their revenues and productivity.
Better working conditions: Company give variety of options regarding choice of
timings to employees. So hence all staff members can choose their time according to their
convenience. Hence all workers do not left theBetter working condition firm and they can work
for longer period of time. It results in increasing of worker's turnover (Sheehan and et. al., 2014).
This also leads to maintaining good and strong relationship of employer and employees. Hence
5

they can give best outcomes. Through this Argos can earn more revenues and can increase their
level of productivity. Thus it can give competition to other companies (Sheehan, 2014).
Reward system: Argos's HR manager can organize sessions and programmes through
which it can give certificates and other gifts who have performed better and have achieve their
objectives. For example- Organization has set a target for workers that is to sell 20000 units of
retail products in 5 days. So all employees start selling products through online sites and through
stores. Some employees have sell 25000 units in same time so hence they can get certificates and
trophies from HR manager. This is done to increase enthusiasm level of employees. Company do
not have expectation that they can achieve above their standards. So hence they are recognized
among all employees in performance session. This helps in developing feeling of competition
among all workers. Hence they also perform better and tries to achieve their goals. This leads to
enhancing quality of work. So Argos can earn more profits and can give competition to other
firms.
TASK 2
P.5 Importance of employees relations in affecting HRM decisions
Relationship among all employees are very crucial so that HR can take crucial decisions
(Role of Managers in Employee Relationship, 2018). Importance of employee relations in Argos
firm are-
Solve all issues: HR manager can solve all problems and conflicts of all staff members.
For example Argos company can solve issues such as related with timings that have to work
overtime and then also they also get wages properly. Hence HR manager tries to appropriate
wages and salary to all employees according and hence they perform better and it helps on
improving relations among all employees. Thus HR can take decisions such as providing training
to workers properly.
Training and development: If there are no problems and issues between workers then
there is good and effective relationship between all employees. As a result HR can take decisions
relate to give training to all workers. HR manager can organize variety of training sessions such
as interactive sessions,online training so that they can develop selling and needed skills. Through
this HR can take variety of decisions.
Team work: If there are efficient relationship among all employees and with employer
then there is creation of effective and efficient team. For example there is a team in which all
6

employees discuss their views and opinions with each other. They can give advice to HR related
to providing training and recruiting all employees (Shen, 2016). Hence as a result HR can take
various decisions such a recruitment and selection,training and compensation to all workers. It is
possible only as there is friendly behaviour is developing among all workers (Shields and et. al.,
2015).
Better productivity: As there is improved relations between employer and employee
hence they can perform better. They can communicate their problems and issues with each other.
Hence they can give best results. This leads to improving their performance. Hence it also
improves their performance of firm. For example through good relations employees have
achieved target of selling 50000 units in 7 days. Hence HR can take various decisions related to
recruitment,selection and providing fair wages to all employees.
Reduces absenteeism: If there is good relationship between employer and employees so
hence there is reduction in level of absenteeism level in firm. For example If employer solves all
issues of workers then employees can work with punctuality and discipline. Thus they can easily
achieve their targets. Hence as a result thee is good environment of company. As a result HR
manager can take various decisions related to recruitment,selection,training and compensation.
P.6 Key elements of employment legislations which can impact HRM decisions:
Various key elements are there which can affect HRM decisions. Legislations applied by
Argos are-
Equality act,2010: In this law it treats all employees equal and they do not make
differences among all employees on various basis such as casts,religion and sex etc. Through
this it can give equal chance and opportunity to all employees. Hence HRM can take various
decisions such as when they recruit and selects all employees and do make any differences on
this criteria. They give training to all workers. Through this fair chance is given to all workers so
that they can show their potential. For example Argos company selects workers who belongs to
different castes.
Employment rights act,1996: In this employees van get proper rights of unfair
dismissal,dismissal and redundancy. For example HR manager can give full rights and adequate
wages to all employees who are terminated from firm. When their job become obsolete they are
property treated and are to be given other rights. When they feel ill in firm, so hence they can
get full rights that is manager can provide proper medicines and other treatment to all employees
7

so that they do not suffers from diseases (Tang and et. al., 2015). Through this workers get
proper rights and can perform better in firm.
National minimum wage act,1998: In this act staff members can get some minimum
wages per hour. For example Argos company can provide minimum salary to staff members
who have achieved age of 21 in one hour (Wilton, 2016). This act helps in putting positive effect
on company. HR can take decisions related to providing equal wages to workers per hour.
Through thus action it can increase the energy level and they can give extraordinary results. HR
decisions can have positive impact of employees. Workers do not feel demotivated and they can
perform better as compared to previous time.
Living wage act: In this act certain income related to basic amenities such as food and
clothing can be provided to all employees. For example HR manager can apply this act and can
take decision to receive wages of these basic facilities such as food and clothing. Due to this
decision they do not have any tension of food and they can perform better as previous time.
Workers who do not have much money can have clothes to wear. So it raises their income level
and they can easily improve their conditions. Hence through this act HR decisions can have
positive impact on employees and firm.
P.7 Application of HRM practices in work related context
Different HRM practices can be applied so that company can select qualified employees.
Use of personnel practices by Argos are-
Format of job specification-
Duties and functions are included in this document which is crucial for performing job.
Job specification
Job title Production manager
Qualification  Post graduation in field of operations
and management
 Graduation in operations from U.K.
university
Experience  Candidate had worked for at least
minimum of 6 years as production
manager in good company.
8

 Candidate has also worked as
operations manager for at least 3 years
Area of expertise  Can manage all employees
 Accountable for all activities.
 Can manage all activities
Job description: It includes duties and working conditions related to job.
Job description
Name of company Argos
Job designation Production director
Location U.K.
Reporting CEO and top managers
Working hours 8:00a.m. To 9:00 p.m.
Role and functions  Create plans and policies related to
managing of all tasks.
 Evaluate that there is no excessive
production.
Salary  200000000 pounds
Working facilities They get AC in winters and ventilators in
summer season. Reputed car is given to them.
Interview: Different questions are asked by employer to employee so that right person
can be selected.
Interview questions
Q.1 Introduce yourself
Q.2 Why should we select you?
Q.3 What is difference between production and operations?
Q.4 What ways can be used to manage all tasks in firm?
9

Q.5 What is your experience related to production department?
Curriculum Vitae- It is page which provides qualification related to job.
Curriculum Vitae
Name
Address
Contact no
Career objective – I want to work in company where I can excel my skills and increase my
potential.
Qualification:
 Degree in operations
 Degree and production
 Degree in mechanical engineering
Personal skills
 Have good managing skills
 Good knowledge of IT
 Handle all activities in effective manner
Declaration: I declare that data which is above mentioned is correct
Date (Name)
Place
CONCLUSION
It is concluded from above report that human resource management is crucial for every
company. Purpose and functions of HRM is important so that company can achieve objectives.
Effectiveness of various key elements of HRM in firm. Internal and external factors are
evaluated so that HRM can take decisions. Application of HRM practices in work related
context.
10

REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Armstrong, P., 2014. Limits and possibilities for HRM in an age of management
accountancy.New Perspectives On Human Resource Management op. cit. at, pp.154-
166.
Bratton, J. and Gold, J., 2017.Human resource management: theory and practice. Palgrave.
Brewster, C., 2017. The integration of human resource management and corporate strategy.
InPolicy and practice in European human resource management(pp. 22-35). Routledge.
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016.New challenges for European resource
management. Springer.
Meglio, O., King, D. R. and Risberg, A., 2015. Improving acquisition outcomes with contextual
ambidexterity.Human Resource Management.54(S1).
Purce, J., 2014. The impact of corporate strategy on human resource management.New
Perspectives on Human Resource Management (Routledge Revivals).67.
Riley, M., 2014.Human resource management in the hospitality and tourism industry. Routledge.
Schermerhorn, J. and et. al., 2014.Management: Foundations and Applications (2nd Asia-Pacific
Edition). John Wiley & Sons.
Sheehan, C. and et. al., 2014. HR professional role tensions: Perceptions and responses of the top
management team.Human Resource Management.53(1). pp.115-130.
Sheehan, M., 2014. Human resource management and performance: Evidence from small and
medium-sized firms.International Small Business Journal.32(5). pp.545-570.
Shen, J., 2016. Principles and applications of multilevel modeling in human resource
management research.Human Resource Management.55(6). pp.951-965.
Shields, J. and et. al., 2015.Managing Employee Performance & Reward: Concepts, Practices,
Strategies. Cambridge University Press.
Tang, G. and et. al., 2015. How effective human resource management promotes corporate
entrepreneurship: evidence from China.The International Journal of Human Resource
Management.26(12). pp.1586-1601.
Wilton, N., 2016.An introduction to human resource management. Sage.
Online
Role of Managers in Employee Relationship. 2018. [Online]. Available
<https://www.managementstudyguide.com/role-of-hr-in-employee-relationship.htm>
11

12