Analyzing HRM Tools & Techniques: The Case of French Collection UK

This report provides an analysis of the human resource management (HRM) tools and techniques employed by French Collection (FCUK), a UK-based clothing brand. It emphasizes the crucial role of HRM in recruiting and selecting suitable candidates to achieve organizational goals. The report highlights HRM practices and processes used by the company, focusing on employee relations and the significance of employee engagement with staff and trade unions. It covers various aspects, including a PESTLE analysis of the external labor market, an internal analysis considering turnover and retention, and an evaluation of the organization's recruitment and selection processes. The report further discusses the benefits of training and development plans, methods of reward management, flexible working practices, and performance management systems. Finally, it assesses how the organization maintains good employee relations, considers ethical and social responsibilities, and interacts with trade unions, all while adhering to employment legislation.

Tools and techniques for effective Human Resource
Management
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Summary
The report study is aimed at identifying of various tools and techniques that are used in effective
human resource management. The human resource management plays a very crucial role in
recruiting and selecting the suitable candidate at right time and right place so that the
organisational goals and objectives can be achieved. The report highlights over such HRM
practices and process which is used by the company in its operations management. In addition to
this, assignment also highlights on the good relations and significance of employee engagement
necessary for staff and trade unions. The overall unit is segregated among two parts and both of
them have been discussed below.
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Table of Contents
Summary.....................................................................................................................................................2
Introduction.................................................................................................................................................5
Task 1 (Part A)............................................................................................................................................6
LO1 Explain the purpose and scope of Human resource Management in terms of resourcing an
organisation with talent and skills appropriate to fulfil business functions..............................................6
1 Give a brief introduction to your chosen organisation, including a definition of HRM (P1)............6
2 Discuss the type of approach undertaken by your organisation, such as: ‘Best fit' versus ‘Best
practice'; hard and soft models.............................................................................................................8
3 Undertake external analysis using a PESTLE in order to seek the type of labour market the
organisation exists in their labour markets trends..............................................................................10
4 Undertake internal analysis in order to confirm the internal labour market, with consideration given
to turnover, stability and retention. (M1)...........................................................................................12
5. Explain strengths and weaknesses of the organisations recruitment process, such as internal versus
external recruitment, their use of job descriptions, personal specifications and competency
frameworks (D1)................................................................................................................................13
6 Evaluate the strengths and weaknesses of the organisation's main method of selection. Here you
may want to consider key criteria for gaining a position such as grading grids (P2).........................15
7. Discuss issues which may arise in the organisation when new employees undertake induction and
socialisation. Provide rational for how such issues can be effectively addressed (M2)......................16
LO2 Evaluate the effectiveness of the key elements of Human Resource Management in an
organisation...........................................................................................................................................17
1. Identify and explain the benefits of the organisation's development and training plan, including
how HR differentiates to suit different people/roles training needs. Also, discuss how HR evaluates
the success/failure of their implemented training methods. (P3, M3)................................................17
2. Discuss methods of reward management such as extrinsic and intrinsic rewards from the
employer. Here you are required to link them to the type of motivational theory and reward
implemented within the organization. (P4)........................................................................................18
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3. Consider the benefits to the employee of any success/failure of the organisation to offer flexible
working practices in regard to financial gain, the organisation's structural design and any functional
flexibility which may exist. (P3, M3)................................................................................................19
4. Discuss the organisation's use of performance management, including monitoring of achievements
through models such as key performance indicators and the reward system in place. (P4)...............20
LO3 Analyse internal and external factors that affect Human Resource Management decision making,
including employment legislation..........................................................................................................21
1. Evaluate how the organisation maintains good employee relations and engagement and any
strategies they have in place for continuous improvement, with consideration to employment law
such as equality, data protection, health and safety, redundancy, dismissal and employment contracts
(P5, D3).............................................................................................................................................21
2. Explain whether the organisation considered ethical and social responsibilities and how this
impacts on HRM (M4).......................................................................................................................22
3. Discuss the role of trade unions and any work place representatives at both local and national level
and how they impact upon the actions of HRM within the organization (P6)....................................24
LO4 Apply Human Resource Management practices in a work-related context....................................25
P7- Illustrate the application of HRM practices in a work-related context, using specific examples
(M5)...................................................................................................................................................25
Part B – The Job Application.....................................................................................................................26
Conclusion.................................................................................................................................................30
Recommendation.......................................................................................................................................31
References.................................................................................................................................................32
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Introduction
The assignment aims at reflecting of human resource practices adopted and followed in the
company named as French Collection which is a UK based clothing brand also known as FCUK.
The various HRM practices, models and theories practice in the company is highlighted in this
report study. There is certain legislation such as Equality Act 2010; Health & Safety at work Act
1974 and others are also discussed in this report in the context of employment contract. The
analysis of internal and external recruitment and selection is also stated in the reported study. In
the end, a meaningful conclusion is summarised.
Figure 1: French Connection UK and Their Infamous “FCUK Fashion” Campaign
Source: (Smallwood, 2015)
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Task 1 (Part A)
LO1 Explain the purpose and scope of Human resource Management in terms of
resourcing an organisation with talent and skills appropriate to fulfill business functions
1 Give a brief introduction to your chosen organisation, including a definition of HRM (P1)
Brief Introduction - The organization which is selected for the assessment is French Collection
(FCUK) which is one of the leading clothing companies of United Kingdom. The company is
into home ware and retailer and wholesaler collection of clothing as well. Currently, the stock
price of company is 30.15 GBX and has a high market share in UK (French Collection, 2018).
The owner and founder of French Collection are Stephen A. Marks who has founded the
company in the year 1972. The company presently has employed nearly 70,000 workers who are
dedicatedly producing products and services which cover vast business market. The main aim
and motto of French Collection is to satisfy the customer’s needs and wants through providing
them with quality product and services. Making competitive strategies and designer products for
the customers so that they get attracted towards the company’s offering is another objective of
FCUK.
Figure 2: French Collection
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Source: (French Collection, 2018)
Human Resource Management – HRM refers to as the systematic process which involves
management of workforce or personnel working in the organisation. The recruitment, selection,
training, development, performance appraisal and others all are considered in the human resource
management. The main objective of HRM is to maximise the productivity of employee and
thereby, attaining of organisational goals and objectives effectively and efficiently (Armstrong
and Taylor, 2014).
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2 Discuss the type of approach undertaken by your organisation, such as: ‘Best fit' versus
‘Best practice'; hard and soft models
French Collection makes use of different approaches in its organisation which is significant for
their effective and efficient operations management. Two most common tools or approach used
for the management of human resource at workplace is shown below (Armstrong and Taylor,
2014):
Best fit approach Best Practice approach
 This approach provides with the aim of
attracting employees and engaging them to
work enthusiastically through offering them
incentives, rewards, bonus, and others.
 With help of this approach, FCUK
attracts its employee and motivate them to
attain a competitive position in the market.
 In this approach, the HR manager of
company frames its strategies and policies
keeping in mind that employee are highly
motivated towards their work.
 Efforts and optimum decision are made
in this approach which leads to an efficiency of
employees.
In addition to the approaches, there are two models which are also used by the French Collection
in its business activities.
HRM Models
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Source: (By Author)
 Hard Model – This model of HRM states that the superior employees do not
communicate to their subordinates effectively and therefore, it is least adopted HRM model as it
does not fulfill with the requirements of human resource management (Gill and Meyer, 2011).
 Soft Model – This model is highly preferred among organisation as it includes framing of
policies and plans in such a way that it fulfills the requirement and needs of employees (Gill and
Meyer, 2011). FCUK make use of such model in its organisational hierarchy.
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Models
Hard
Model
Soft
Model

3 Undertake external analysis using a PESTLE in order to seek the type of labour market
the organisation exists in their labour markets trends
The labour market is a sector which is highly dynamic and it becomes significant to understand
the needs and requirements for achieving the organisational goals effectively and efficiently. In
order to analyse the external market of FCUK, the PESTLE analysis has been reflected below
which emphasis of labour market trend (George, et. al., 2012).
PESTLE Analysis
Factors Description
Political It comprises of the government rules, regulations and legislation which
creates a pressure and boundaries on the working style of FCUK.
Economical This includes the economic condition of industry such as recession, boom
and others and also the individual’s status such as purchasing capacity,
income and others.
Social At, FCUK the company is liable to pay significance for enhancing
behaviour of their employees through organising of events and programs.
Technological It includes using modern techniques of production and technology that
helps in improving the performance and productivity of company.
Legal The norms and standards fixed by the government in respect of business
entity also impact on the labour market as well as FCUK business
operations.
Environmental French Collection emphasises on its corporate social responsibility for
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providing a favourable environment to its stakeholders (George, et. al.,
2012).
Labour Market Trends
Figure 3: Summary of labour market statistics for November 2017 to January 2018, seasonally
adjusted
Source: (Office for National Statistics, 2018)
From the above statistics, it is evident that there is varying trend in the labour market in UK last
year which is expected to continue the same in this year also. However, the French Collection is
emphasising on protection of rights of labour and workforce at their organisation and is able to
maintain a standard labour ratio in its structure.
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4 Undertake internal analysis in order to confirm the internal labour market, with
consideration given to turnover, stability and retention. (M1)
Internal Labour Market – It defined as the administrative identity which is generally used by
the business organisations in accordance to pricing of labour and their allocation for the work.
There are some set standards and procedures which are used to reflect the trends prevailing in the
labour market (Ferner, 2011).
Internal Analysis – In context of internal labour market competition there are two aspects which
is taken into consideration i.e. job and wages given to the labour. The demand and supply of
labour in the clothing sector are very dynamic in United Kingdom and the companies are
offering of competitive pricing in order to recruit the labourers. The internal analysis of labour is
also associated with three elements which are as such;
 Turnover – The turnover in labour market is very high as compared to another market in
industry. Due to the stiff competition in clothing industry, the labour turnover is always high and
protection of the employee’s interest is also essential.
 Stability – The labour in human resource are considered to be a highly expensive
resource for an organisation and it is difficult to stabilities their needs and requirements
systematically (Ferner, 2011).
 Retention – The business entity makes tremendous efforts and practices in order to retain
the employee within organisation and serve for a long time. Due to the legal imposition,
regulations, and acts, the retention of employee become a serious issue for companies.
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