HRM Report: Talent Management, Recruitment, and HR Systems at B&S

This HRM report provides a comprehensive analysis of human resource management practices, focusing on the role and effectiveness of HRM in organizations, particularly within the context of Barker and Stonehouse. It examines talent management approaches, including best practice models, and evaluates the effectiveness of recruitment and selection strategies in identifying and screening suitable candidates. The report also assesses how HR systems and procedures contribute to achieving business objectives, emphasizing the importance of strategic alignment, strong employer branding, cost reduction, and increased diversity. It further explores the significance of employee compensation, training, worker protection, and the development of a positive workplace environment in enhancing organizational performance and employee retention. The health and safety at work act 1974 is discussed as an important legislation that covers health and safety measures. This document is available on Desklib, where students can find a wide range of solved assignments and past papers.

HRM REPORT

Table of Contents
.........................................................................................................................................................1
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Examining the role and the effectiveness of human resource management further, analysing
the approaches of talent management..........................................................................................3
Effectiveness of recruitment and selection strategies-.................................................................5
Approaches to used to manage the talent for the organizational performance along with good
practice models-...........................................................................................................................8
HR systems and procedures for achieving the business objectives-..........................................10
CONCLUSION..............................................................................................................................12
REFERENCES................................................................................................................................1

INTRODUCTION
The human resource management is the process and the practice of recruiting, selecting,
deploying and hiring employees to the organization. It is also related with the process of the
training and the development of employees in the organization. Human recourse also manages
the performance and the appraisal of the employee and provide them compensation and bonus
for the extra effort of employees (Wilton., 2016). Further, they try to maintain relations of
employees and the employer. Every organization needs a good human resource to achieve
organization objectives on time and managing them is known as human resource management.
Management of human resource is important for functioning of every organization. The Barker
and Stonehouse running from1946, provides high quality furniture and the accessories to its
consumer become successful in the market because of its human resource management. It has
eleven branches running in different parts of UK with 411 employees. Human resource
management department is managed by human resource manager. In this human resource
management report we are going to examine the role of human resource management, the
effectiveness of the recruitment and selection strategies. Further, in this report we will analyse
the approaches of talent management using best model, and will assess HR systems in
management of organizational performance and its objectives.
MAIN BODY
Examining the role and the effectiveness of human resource management further, analysing the
approaches of talent management.
Human resource management help companies like Barker and Stonehouse to retain employees
for longer time at the same it helps organization in enhancing employer and employee relation to
maintain a healthy work culture and environment (Marchington. and et.al., 2016).
The role of human resource management in the organization:
The role of human resource management in any organization are as follows-
Recruitment;
Recruitment is defined as the process of finding employees for the organization. It involves
finding, screening and hiring the best qualified candidates (Gill., 2021). Recruitment is important
role of human resource management that is supported by hiring people in the organization.
Hiring the right candidate for the right job according to employees skill is a difficult task for the
organization but if done carefully it saves cost of organization in training and developing them.

Today, in the competitive market it has become important to retain employees for longer time
and this is done by human resource management by ensuring that all the right people are being
hired on their right jobs according to the individual skills. Recruitment process includes
announcing job on different media platforms, reviewing all the applications, screening right
candidates, interviewing them and at last the final selection. This whole process is conducted by
the human resource management team step by step for selecting perfect individual for the job.
The Barker and Stonehouse follows same steps in recruiting employees for its stores and back
office operations.
Development of the work place-
Every organization needs a good policies and programmes for ensuring fairness and the
continuity in the organization (Obedgiu., 2017). The human resource management tries to
develop sound policies for its surrounding environment and for the employees working in the
organization. The organization policies involves the code of conduct, ethics policy, dress code
policy, mobile phone policy or some others. These policies are made by the human resource
management keeping in mind employees needs and the time to achieve organization goals. These
policies help employer in increasing the efficiency of employees and achieve organization goals
in time. The good sound policies always help organization in retaining employees for longer
period. The Barker and Stonehouse company provides sound environment work policies, good
salaries and a great work life balance with job security.
Compensation and benefits-
Human resource management ensures that the compensation paid by the organization is fair, that
meet industrial standards and is enough for the people working in the organization. This is done
by human resource management keeping in mind that compensation paid by them is enough in
comparison to what other employees while doing the same job (Stone. Cox. and Gavin., 2020).
Compensation includes everything that is payable to the employees for the work he has done in
the organization. Human resource management set up a system that decides that the
compensation is fair according to the number of years employee has worked, year of experience
the employee has, the employee education, and such other similar aspects. Compensation
includes the following things like the basic pay, health benefits, bonuses, sick leaves, casual
leaves etc.
Training and development-

The another important role of human resource management is to train and develop employees
from time to time. This type of training programmes helps in higher productivity of the
employees working in the organization which help organization to achieve its objectives on time.
The training is key component in increasing motivation of the employees (Cohen., 2017).
Employee feels happier when they are able to develop their skills in the organization. This type
of training programmes provide a good opportunity to retain employees in the organization.
Examples of training programs includes job skill and computer program training, training on
communication and team building activities. There are some other training as well such as legal
training and sexual harassment trainings. The Barker and Stonehouse also provide such training
programmes to its employee time to time for helping employees in their growth and
development.
Worker protection-
Safety is another important issue for every organization. There are times when organization's
human resource management create laws related to the worker protection and safety. Employee
requires safety at workplace so that they can work harder to meet organization goals. While
making laws in the organization related to the worker safety the laws must include both federal
and the union standards (Hurner., 2017). Worker protection includes the laws that are related
with the chemical hazards in the factories, heating and ventilation requirements for safety of its
worker, protection of the employee information in the organization. Human resource manager is
responsible for the protection of employees. The health and safety at work act 1974 is the
important legislation that covers health and safety measures and it is duty of human resource
management team to ensure that legislation are being followed.
Effectiveness of recruitment and selection strategies-
The benefit of the recruitment and selection strategies is to identify and screen the best
candidates for jobs (Ployhart. Schmitt. and Tippins., 2017). The effectiveness of recruitment are
as follows-
Strong pool of candidates-
The recruitment process helps in identifying the best candidate for the particular job that is
vacant in the organization. Qualified pool of candidate and selecting best out of them is very
important for the organization to achieve its goal on time. Newspaper, job boards, broadcast
media and other social media platforms are the most efficient ways to have a good candidate for

the organization. Putting right time and a right content on the right platform help organization to
find the best candidate and the pool of applicants.
Screenings-
The selection process conducted by the organization helps in accurate screening of the
candidates that have applied for the vacancy. The whole process of selection of any candidate
starts with the application form to the interview. Information collected during the whole process
is used by the human resource management team for evaluating the qualification, achievements
and the traits of the candidates. The Barker and Stonehouse company also is able to do accurate
screening of the candidates easily because of the recruitment and the training process (Rahman.,
2020).
Strategic alignment-
Human resource with the skills that are required by the organization is knows as a proactive
talent approach. Companies are trying to map out the types of worker that are needed to fill the
vacancy in the organization so that only right people can be selected for the right job. Strategic
human resource is done by the human resource team and that is done on the basis of companies
goals and hiring process in the organization. This type of alignment helps organization in
building good employee database.
Stronger branding-
Recruitment helps companies in the branding and promoting their image in the market. The
branding is done by the organization on different sites and platforms where recruitment post are
being placed. This involves placing right and image building content of the organization just for
promoting and for organizations branding. The campaigns, the right messaging promotes
investment. To do this at larger scale, the organization need a good marketing by its human
resource team from time to time (Davis., 2017).
Reduced cost-
Hiring cost can be reduced by choosing one of the best recruitment forms in the organization,
this also helps in achieving effectiveness and efficiency in the organization and is helpful
tracking different campaigns of the organization. Not only this it helps in prioritizing the
investment of time and the resources. A company can identify good candidate for the
organization by their own websites, every company does not need agencies and the ads to find
the best candidates for the job.

Increased diversity-
The cost of the recruitment and selection procedures can be reduced as it is discussed above. But
through recruitment and selection there are diverse range of employees who are eligible to enter
the company. Due to diversity in the natures, cultures and beliefs of the employees that are new
or existing within an organization the company is able to expand in different regions and also
employees can learn about each others cultures by being in the same company.
A recruitment as well as selection policy that is effective and efficient supports as well as
fulfils the needs and requirements of the job and also provides security that the organization will
maintain and sustain its commitment regarding the providing of equal opportunities to the
employees (Searle. and Al-Sharif., 2018). Also, through efficient, proficient and effective
recruitment procedures the company will be able to look and search for the best and most
suitable employees for a particular job role and job designation. Through this the company will
be able to enhance its quality of employees while increasing its quantity.
The recruitment process only can not help or support in the development and growth of
the company overall by its self or even choosing the best employees can not solely be done by
the recruitment strategies rather the selection strategies or policies are also required by a
company (Chungyalpa. and Karishma., 2016). The selection procedure helps the company to
select the right candidate for the right job at the right time. That is, through recruitment the
company attracts the candidates or individuals that are interested in a particular job role at that
particular time, all of the interested candidates come for certain rounds of interview and then the
best and most suitable candidate is selected through deep analysing and examining. Hence,
recruitment or selection policies go hand in hand, and if either of the policies are implemented by
themselves the company will not gain the most optimal advantages and benefits of the policies.
The company can also evaluate the effectiveness of the recruitment policy applied by the
company (Lee. and Mao., 2020). Which means the company is able to check if the recruitment
policy it has implemented is efficient or not and if not it can take measures regarding the
betterment of the policies or strategies that they have implemented. This can be done through the
five major recruiting metrics. These are as follows, time required to hire, if it is less, then the
policy is good but if it is time-consuming then the policy needs amendments. Cost of hire per
employees or candidate, if it is high then the policy is not cost-efficient and if not then it is good.
Qualifications of the candidates, the qualification requirements of the candidates need to be as

per the job role that is vacant in the company or for which the company is hiring. The source
through which the candidates got the knowledge of the job vacancy need to effective so that
more and more qualified and proficient employees get to know about the job opening. And the
lastly, the quality of hiring is also a very essential aspect that needs to be analysed.
Approaches to used to manage the talent for the organisational performance along with good
practice models-
It is very important for the organisation to manage the talent in the organisation as this
helps the company in achieving the success by making efforts. Talent is considered as the most
necessary aspect which is required by the company to achieve the leading position in the highly
competitive market. Talent management is the process which involves how effectively the
employers of the company recruits as well as develops the employees as this helps in increasing
the effectiveness as well as the productivity level of the overall organisation. This facilitates the
organisation to improve the overall performance of the business and helps them in staying ahead
in the competitive market (Vecchi and et.al., 2021). The strategic approaches which will help the
Barker and Stonehouse company to manage the talent in the organisation are such as-
Development of job descriptions: The Human resource management is highly responsible for
finding out the number of the candidate which are required for performing the specific tasks.
According to the job role, the job description must be prepared which will help them in hiring
those candidates which are suitable for the job role. The description to be made should be very
clear and precise which clearly explains the duties and the responsibilities which the selected
candidate will have to perform within the organisation.
Providing the development opportunities: The HR department must ensure to provide the
opportunities which helps the employees to get developed by enhancing the competent skills.
This will make them more talented and skilled. This will help them in improving the overall
performance of the organisation as when the employees in the organisation are talented ans
skilled helps in increasing the efficiency of the organisation (Shet, 2020). The Barker and
Stonehouse using this approach will help their employees to remain competent by regularly
providing them the training.
Performance Assessments: This is the most effective way to find out how the employees are
working within the business. By doing the assessments of the employee will enable the human
resource management department to know what all corrective measures could be taken so that

the performance can be improved. This will help the Barker and Stonehouse company to
improve the talent of the company and achieve the organisational goals effectively.
Selection Process: The human resource management must understand the importance of
selecting the right candidate for the right job. As this will help them in effectively increasing the
level of the productivity as when the right or suitable candidates are selected and hired, this
enables the employee to work according to his previous knowledge and experience. The effective
selection process of the organisation will help the seniors of the organisation to make the fast and
better decisions for the business (Farndale and et.al., 2018).
Effective Compensation: In order to hire the effective and suitable candidate for the
organisation, then the compensation pay for the employee must be impressive. Through this, the
large number of the candidates will be attracted towards the organisation. The Barker and
Stonehouse company must focus on this approach as this is the best strategic way to improve the
performance level of the organisation. When the company pays the higher level of the
compensation to the employees helps them in keeping them motivated and effective.
Giving feedbacks and reviews: The employees of the organisation must be given feedbacks
according to their level of performance as this will help them in improve their performance. If in
case, the employee is performing better, then the giving them positive feedbacks will help them
in stay motivated and confident as well as they will make more efforts for their work. The Barker
and Stonehouse company must consistently provide the feedbacks to the employees as this will
help them in improving the performance as well as stay confident for their hard work.
The above approaches will help the Barker and Stonehouse company to increase the performance
of the overall organisation as this will help them in achieving the leading position in the
marketplace (Matthews, 2018).
The Best HRM practice models are-
The best practice model can be described as models which are applied universally. The Human
resource management policies must be in alignment to the strategy and objectives of the
business. There are various practices available for the organisation which will help them in
increasing the performance level are such as-
 Employment Security
 Selective Hiring
 High compensation according to the performance

 Self managed teams
 Equality of work among employees
The good practice models of HRM are-
Storey's Hard and Soft HRM practices: This author has stated the two forms of the HRM such
as the Hard as well as the Soft. The Hard HRM practice focuses on the resource part of the
human resource as well as the Soft HRM practices focuses on the human or the people of the
organisation. The Hard gives more emphasis on the tight strategic control as well as on the role
of the management for reducing the cost by managing the talent or employees in the
organisation. The soft practices has the Importance on the effective communication among the
motivation as well as the employees for better functioning of the organisation.
The Barker and Stonehouse company must see that the HRM uses the best practices for
increasing the performance level of the employees.
HR systems and procedures for achieving the business objectives-
The organisation having the successful Human Resource department helps them in
achieving the overall organisational objectives as well as the goals. They helps the organisation
enhance the ability of the employees for performing their respective tasks and their roles
effectively. They develop the policies for the organisation which helps in growing of the
employees as well as also improves the satisfaction of the employees by regularly conducting the
programmes for the recognition and rewards. Human resource plays the significant role in
achieving the objectives of the business. They are highly responsible for the formulating of the
policies as well as the strategies which helps them focusing on the recruiting and the selection of
the talented or skilled employees so that the productivity level of the company will increase
(Malik, Yukun and Khan, 2020).
There is very significant relationship between the human resource and the business
objectives. As the employees is made by the human resource and they puts the efforts for
achieving the objectives of the company. For example if the company has set the objective for
increasing the sales of its products then the HR will have to develop the skills of the selling the
products among the employees of the company which will help them in increase the sales. This
type of the business strategies are formulated by the HR to achieve the objectives of the business.
The ways through which the HR contributes in achieving the business objectives are such as-

Alignment of mission and values of company: The company having the strong HR department
will hire the candidates which are highly aligned with the mission of the company. They must
ensure of producing the high quality of goods and services which will enable them to increase
the reputation and value of the company (Bibi, 2019). The HR department of the Barker and
Stonehouse company should hire the employees which will work according to the job role or is
suitable to the job role and the requirements in the organisation.
Maintaining the adequate staff: The HR is highly responsible for regularly analysing the
requirements of the staff for the smooth working of the operations within the business. This will
help them in hiring the candidates by seeing the requirements of the employees for the specific
job role. The HR department of the company is concerned whether the company is properly
staffed or not. This process involves the designing of the organisational cultures effectively so
that the employees feel comfortable and works efficiently. The Barker and Stonehouse
company's HR must regularly keep the check on the requirements of the staff as this will help
them in improving the performance of the company. Staff maintenance within a company can be
done through many ways, this can be done through a company by defining the responsibilities
and roles of the employees that are new as well as the existing employees of the company. Next,
through assigning and scheduling of the tasks to the employees. Also, through tracking the
quality of the work done by the employees the staff can be maintained. By supporting the
professional development of the employees that are working with the organization is also very
necessary. By providing actionable and clear feedback by the managers of the company to the
employees. Next, through rewarding the employees of the organization for their good
behavioural and ethical traits and discouraging the bad ones. And lastly by setting an example
through the actions of the leaders themselves the employees working within a company either
new or existing can be maintained and sustained.
Maximising the employee performance: The HR managers of the organisation must motivate
the employees as this is the most effective way to maximise the performance of the employees.
They can use many techniques for motivating the employees such as promotion of employees,
increasing the compensation as well as the incentives, recognition of the employees and many
more (Chakraborty and Biswas, 2020). These all when practised by the organisation helps them
in increasing the effectiveness of the work as well as the overall productivity level of the
organisation is boosted. The HR of the company is also responsible for providing the training to

the employees as this will directly contribute to the increase in the efficiency of the employees as
they will be able to work more efficiently. The Barker and Stonehouse company must use the
various techniques and methods which are available for motivating the employee as this is the
most effective way for maximising the performance of the employees within the business. The
motivation provided by the human resource managers can either be negative as well as can be
positive. Both types of motivation will enhance the growth and development of the employees as
well as the organization but they should be applied on the employees according to the personality
and traits of the particular employees. If the employee works better with negative motivation he
or she should be dealt accordingly and if the employee works better with positive motivation
then they should be dealt accordingly.
CONCLUSION
This report basically discusses about the human resource department of the company
overall. Human resource management is a major department that influences the working of an
organization in total. Human resource department is the department that basically and
specifically deals with the personnel or human resource working within an organization or
company. Human resources is an essential aspect which supports the working of an organization
on a huge basis and also represents the organization or company in the market. This report
precisely focuses on the discussion regarding the human resource function or department of the
company as a whole in the context of an organization. Next, it discusses about the effectiveness
of the strategies or policies of recruitment and selection in an organization for the maintenance of
the performance of an organization and the ways through which the effectiveness of these
policies can be evaluated and then control measures can be taken if required. Then, the report
discusses about the approaches that are used for the management of the talent that is linked to the
performance of the organization with the help of the practice models that are most suitable.
Lastly, the human resource systems are explored and also the procedures are discussed above
and the ways through which these support in achieving the business or organizational objectives
of the company.