HRM: Workforce Planning, Resourcing, and Practices at John Lewis

This report provides a detailed analysis of Human Resource Management (HRM) practices within the John Lewis Partnership, a high-end departmental store operating in the United Kingdom. It explores the purpose and functions of HRM, focusing on workforce planning and resourcing, recruitment and selection approaches, and the benefits of HRM practices for both employers and employees. The report also assesses the effectiveness of HRM in enhancing organizational profit and productivity, emphasizing the importance of employee relations and the impact of employment legislation on HRM decision-making. Specific examples are used to illustrate the application of HRM practices in a work-related context, highlighting the crucial role of HRM in maximizing profitability and productivity through effective employee management, training, and development.

HUMAN RESOURCE
MANAGEMENT

Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and the functions of HRM, applicable to workforce planning and resourcing an
organisation..................................................................................................................................1
P2 Strengths and weaknesses of different approaches to recruitment and selection..................4
TASK 2............................................................................................................................................6
P3 Benefits of different HRM practices within an organisation for both the employer and
employee......................................................................................................................................6
P4 effectiveness of different HRM practices in terms of raising organisational profit and
productivity..................................................................................................................................8
TASK 3..........................................................................................................................................10
P5 Importance of employee relations in respect to influencing HRM decision making...........10
P6 Key elements of employment legislation and the impact it has upon HRM decision making
....................................................................................................................................................12
TASK 4..........................................................................................................................................13
P7 Application of HRM practices in a work-related context, using specific examples............13
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Human resource management is determined as a term which is used for describing formal
system within the organisation. HRM is a strategic approach that consist of effective
management that can provide competitive advantage to the company. Human Resource
Management is commonly known as HR Department that mainly recruit new and fresh
employees and basically designed for enhancing the performance of the firm as well as
organisation (Armstrong and Taylor, 2014). Organisation which is taken in this assignment is
John Lewis Partnership which is a high-end of departmental stores and operates its business in
United Kingdom. Company generally deals in clothing, watches and Jewellery, cosmetics,
furnitures etc.
Present report will focus on purpose and functions of Human Resource Management
which is further applicable in workforce planning. In addition to this, effectiveness of the
function of HRM is mentioned so that business objectives can be fulfilled. Apart from this,
strengths and weaknesses of different approaches in recruitment and selection process is included
in this assignment. There are many factors which can affect human resource management and in
decision making and this can internal and external. Therefore, with the help of this report it can
be identified. Lastly, application of Human Resource Management practice in a work-related
context is being explained for better understanding.
TASK 1
P1 Purpose and the functions of HRM, applicable to workforce planning and resourcing an
organisation
Human resource management in an organisation plays a crucial role in providing benefits
to the company. Generally, the responsibilities of HRM is categorised into three categories and
these are staffing, employee compensation and benefits and defining the roles for accomplishing
the task. Thus, it can be said that Human Resource Management in John Lewis Partnership work
with the purpose of maximising the profitability and productivity of the firm. Therefore, it is
mandatory that company have effective HRM department who can perform their action for better
results (Bratton and Gold, 2017). Along with this, Human Resource Department make sure that
every activity which is being performed within the organisation are done in and effective manner
and any kind of problems are faced than appropriate solution can be evaluated.
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In addition to this, HRM department provides training programmes to new as well as
existing employees so that their skills and knowledge can be enhanced. This will definitely
improve the performance of John Lewis Partnership as well as workers. In order to understand
this is an better manner some of the functions and purpose of Human resource management is
being explained below:
Purpose of Human resource management:
Structure of human resource management are different from business to business such as
type, size, governing philosophies etc., but in general human resource management's functions
revolves around the clusters of people. HRM in an organisation work with the purpose of dealing
with the problems and issues that are mostly faced by employees and staff members. This
majorly includes compensation, hiring, performance management, communication, training and
development programmes (Purpose of Human Resource Management, 2018). Main purpose of
human resource management is to maintain internal customer management under which this
department tries to make policies through which they are attract and recruit excellent quality
workforce. Human resource department work with the motive of providing benefits to
organisation so, in order to do the same they recruit and hire fresh candidates who are best fit for
the job and are capable of taking major responsibility of completing a work. In order to maintain
relationship between employees, HRM department plays a crucial role they make strategies by
considering cultural sensitivity (Briscoe, Tarique and Schuler, 2012).
Therefore, human resource management is concern with improving the talents of
individual workers and organisation as well. But this is not the only task which is performed by
the HRM department they also provides training and development programmes according to the
skills and knowledge acquired by them.
Functions of Human resource management:
Organisation is made of employee who perform their task for providing competitive
advancement to company. It is all about hiring people, developing skills and knowledge &
motivating them in pushing their limits so that organisation objectives can be fulfilled.
Generally, there are many many functions that are performed by them but majorly there are five
functions and these are explained below:
Recruitment and Selection: This is a process in which company captivate fresh
candidates through screening and some selection criteria such as qualification, skills and
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knowledge acquired etc., as a result, it helps in attracting applicants who are knowledgeable and
capable of performing the task in an effective manner. Therefore, before commencing this
process, HRM department of John Lewis Partnership first go through the various divisions so as
to know how many seats are vacant and what position are to be fulfilled. Thus, recruitment and
selection process plays an important role in an organisation because it provides with the
candidates who are eligible enough in doing activities according to the short and long terms
goals.
Orientation: This is a process and a fundamental step through which new employees are
given information related to the post and organisation so that they can adjust themselves within
the company. Orientation conducted by John Lewis Partnership majorly includes goal and
objectives of the company so that set targets and goals can be achieved in a given period of time.
Thus, this function is conducted by human resource management and it provides employees with
clear insight about what kind of roles and responsibilities they should opt according to the skills
and knowledge (Brewster and Hegewisch, 2017).
Maintaining good working condition: It has been analysed that working environment is
work as the first impression on the mind of employees as this assist them in making a insight
whether they want to work in this company or not. Thus, it is the responsibility of HRM
department to provide effective working conditions so that workers can freely perform their task.
Therefore, if employees are provided with good working condition than it can work as a
motivation tool and outcomes will be effective.
Managing employee relations: Employees are considered as the pillars of any company
so it is crucial that employees relation are maintained. This action is performed by the
department of human resource management. Therefore, in doing the same John Lewis
Partnership conduct activities so that employees of different departments can come in contact
and make better relations for the betterment of the company.
Training and development: This is one of the indispensable function which is
performed by the department of human resource management. This is given in order to enhance
and improve employees performance so that future task can be performed. Training and
development programme conducted in John Lewis Partnership not only increase knowledge and
skills of employees but it also enable an individual in performing activity accordingly.
HRM contribution in the organisation
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Human resource management play important role in the organisation as it helps in
effective management of the employees working within the organisation with the motive to
achieve the objective of company. In context of John Lewis Partnership it helps in improving the
performance of company by authorizing the right employee of doing some exercise. Moreover
helps in increasing the motivation of employees so that they focus on improving their skills and
abilities. It contributes by developing the organisation structure as they are the one who has
overview of the whole business. Also helps in improving productivity that is by providing proper
off line and online training to employees.
P2 Strengths and weaknesses of different approaches to recruitment and selection
Recruitment is a procedure of finding candidates according to the potentiality so that
vacant post can be fulfilled. As a result, it increase the efficiency of performing well in the
market area. In relation with John Lewis Partnership, as it is a retail company so, firm with the
help of recruitment process they are trying to hire candidate who eligible in doing their activity
(Purpose of Human Resource Management. 2018). Generally, recruitment process includes 5
components which assist in proper conduction of the same and these are recruitment planning:
This is the first step of recruitment process as in this positions which are vacant are analysed and
includes factors like job specification, experience, qualification, skills and knowledge required
etc., Therefore, in terms of John Lewis Partnership they are making appropriate planning so as
to attract potential candidates from large number of applicants. Strategy development: In this
stage strategies related to recruitment are developed after analysing the job description and job
specification. For example: considering geographical area and sources of recruitment etc.,
Searching: This majorly depends upon the requirement of post and position. For example: As
John Lewis Partnership is a retail company so company must think of hiring individual who are
good in sales (Chelladurai and Kerwin, 2017). Therefore, company is developing strategies
accordingly. Screening: Under this stage, filtering of application is undertaken so that best out
of large number of candidates can be selected. Company perform this through conducting
telephonic and face-to-face interviews etc., Evaluation & control: this the last stage under
which various factors are looked after and controlled so that selected candidates can be
evaluated.
Therefore, in order to conduct the process of recruitment and selection in a better manner
it is important that all these steps are considered. Generally, recruitment is categorised into two
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categories i.e. internal and external. Thus, to understand this in a better way both are explained
along with its advantages and disadvantages.
Internal recruitment: In this company tend to select employees within the organisation
by recognising the performance of workers. This can be done through transfer, promotion,
employee referrals etc.,
Strengths:
 According to company it is an easy tool of conducting the process of recruitment and
selection process. John Lewis Partnership, is using this because it is less time consuming
and cost effective as well.
 Company doesn't have to provide employees with training programmes because they are
aware of the working environment and task they have to perform.
Weaknesses:
 Although, internal recruitment provides large number of benefits but it has some
limitations as well. This process confined with existing employees which restrict the
process of new and innovative ideas within the organisation.
 Other than this, if employees are not provided with appropriate position according to their
skills and knowledge than it can create and raise conflicts between employees.
External Recruitment: In this process of recruitment candidates are selected form
outside sources and details bout the post are published in newspapers, advertisements or campus
recruitment (Alfes and et. al., 2013).
Strengths:
 This provides company with candidates who are fresh as a results, this will assist firm in
implementing new and innovative ideas for executing action plan. Therefore, external
recruitment work as the best source of hiring new and experienced aspirants.
Weaknesses:
 As compared to internal recruitment it is time and cost consuming and even after getting
suitable employees there is no guarantee that they can be effective for the organisation.
 New candidates can create chaos which can furthermore rise conflicts within working
environment.
Recruitment approaches:
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 Social media: A company do recruitment process in order to hire employees who are
skilled enough in performing their activities. Thus, in relation to John Lewis partnership
they are using social media as their approach for attracting large number of applicants
towards their organisation. In every social media sites, company have posted
advertisements and provided the link as well. Therefore, by going onto the link
candidates can apply for the desired post easily.
 Websites: Unlike other companies, John Lewis Partnership has also its websites where
they have provided information related to the post that are vacant. Thus, desirable
applicant can go through the same and apply for the position which ever they want to or
is according to the needs and wants.
Selection approaches:
 Panel Interview: The process of selection is one the crucial factor because this provides
with the information regarding the candidate who is suitable for the organisation. In
relation with John Lewis partnership in the selection process they have a panel of 5
person who are experienced in different fields. For selecting the right person they take
one to one interview which provides them with desirable outcomes.
TASK 2
P3 Benefits of different HRM practices within an organisation for both the employer and
employee
It is defined as interact with predicting performance of firm which enhance practices of HRM
including motivation, opportunity, workforce ability. It consists of practices which have only few
workforce characteristics. Human resource managers take responsibility to protect employer and
employee in an organisation. Both of them work for the firm so need to evaluated and trained on
regular basis. There are various benefits for them which results in achieving objectives of
business. Here John lewis partner has also used HRM practices in their company such as training
and development, conflict resolution, employee relations. The benefits of HRM practices for
employer and employee are described below:
Benefits of HRM for employee
Hiring and Training
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It is most important responsibility for planning manpower. It meaning bringing right
people in organisation. The hired employee should be provided with proper training and
development to know about job profile, improve skills. Thus, through the help of this staff feel
motivated and give their best to firm (Buller and McEvoy, 2012). This is necessary in every
corporation to provide regular basis training to enhance skill, knowledge and behaviour.
Performance Management
Through training and development program, the performance of employees can easily be
improved. The performance management is important to know about skills and knowledge and
improve accordingly. It provide benefits to staff for achieving results. Thus, every firm measure
performance of individual as well as manager.
Developing good relations
As employees are the asset of any firm so good relationship should be developed. The
strong relationship with staff motivates them for doing work and achieving goals. Every manager
should try best to built healthy cooperation with their working members. Thus, it also helps in
less turnover and retention of staff which increase goodwill of firm at market place.
Benefits of HRM for employer
Information Source
All the necessary and important information should be provided by manager to employer
which can be compensations, leave of absence, benefits, assistance programs. The superior
should be aware of all necessary data and information of business for providing help to other. If
unaware then issue may arises which may hamper company's goals and objectives. Thus,
information source is benefits for superior to know about each and every matters.
Increase Productivity
Every business work for sustainability, productivity and profitability. The employer
should provide training and development program to improve product efficiency through help of
employee. It is manager responsibility to check productivity on regular basis and increase as
much as they can. The production should be high with minimum cost.
Enhance Performance
It is the responsibility of manager to increase performance of employer and employee by
providing skills and development program. The performance increases through taking
challenges, solving conflicts. Thus firm should focus on improving and enhancing skills of their
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staffs. The motivated and high skilled worker always focus on improving and enhancing their
performance at every where.
P4 effectiveness of different HRM practices in terms of raising organisational profit and
productivity
HRM is effective in John Lewis Partner for productivity and profitability of business. The
following are aspects in terms of effectiveness of HRM for organisational profit and
productivity:
Innovative and high performing employees
The HRM of company promotes innovative and motivates staff for performing better.
The firm focus on high performer to do their best and achieve maximum productivity and profit.
It also leads them in promotion and recognition at workplace (Jiang and et. al., 2012). Thus,
innovation can be done with the help of market research at John lewis Partner.
Updating employees' skill to maintain productivity
This is era of competition so accordingly company need to change and survive in market.
In order to cope up John Lewis Partner should provide training and development to employees
for updating and enhancing skills. The latest technology should be used for developing fast. If
staff is of less potential then accordingly skill should be provided. Thus this helps in productivity
and profitability with updated technology.
Sharing and collaboration
John lewis partner should collaboratively work for achievement of profit and
productivity. Through the help of HRM firm can develop different methods for increment by
collaboration and sharing process. Each and every staff of John Lewis Partner should be
collaborated together for new ideas and creativity.
Effective direction setting and execution
The managers and leaders should play an role for setting up, goals, direction, and role.
HRM helps John lewis partner for recruiting appropriate manager at right place. This lead firm to
enhance productivity and profit. The skilled worker perform better than others with assist of
direction and execution of given task.
Effective rewards drive performance
If employees are provided with rewards in monetary and non monetary terms then they
are motivated to work for company (Renwick, Redman and Maguire, 2013). This also assist in
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improving staff performance and goodwill. The rewards includes bonus , incentives, perks and
each of them for money. The staff should be personally and professionally skilled enough.
Non monetary factors to improve employees
John Lewis Partner managers, team worker and leaders give non monetary benefits in
order to develop & increase excitement, energy, loyalty for staffs. It also includes feedback,
praise, exposure, recognition, challenge and other opportunities. This motivate them for showing
their skill towards achievement of productivity and profitability.
Performance Factors:
The firm focuses on the performance of their employee's and on enhancing the
performance so that their employees can finish their assigned activities through effective and
valuable input to the organization. The company encourages their employee to perform up to
their capabilities and involve in achieving organizational objectives.
Rewarding Factors:
The organization uses an total reward statements (TRS) which helps their employees to
have a clear picture of their complete package offered by the company. They encourage their
employees through paid vacations, employee discounts, bonuses, by ensuring their safety and by
giving them flexible working hours.
Reward management:
Reward management is the coined around the formulation of the policies that rewards the
employees equitably and fairly as per per norms of the company. Rewards management in
context of the company John Lewis Partnership revolves around the rendering the remuneration
to the employees. The rewards management is providing the return of the contribution given by
the employees in the organisation. It helps in motivating the employees to achieve the
organisational goal by accumulating their efforts.
Flexibility
In the context of the company John Lewis Partnership, the flexibility provide the
capability to be adaptable of both the internal and external factors. The technological factors,
social factors,change in economic policies are some factors which affects the company.
Flexibility provides the ways and the algorithms to deal with such changes in the both external
and internal environment. Flexibility helps to enhance the competitiveness, it improves the
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efficiency and the effectiveness of the organisational objectives, and helps in the growth of the
company.
Training and learning- Human resource management regards the training and learning
as functions which are related with organisational activity. Their main aim is to enhance job
performance of persons as well as groups at workplace. Training is related with developing
specific skill to desired standard through instruction as well as practice. John Lewis Partnership
provide training to its employees so that their skills ans knowledge can be improved and they can
perform in proper manner. On the other hand, learning is process of acquiring new or changing
existing, behaviours, values, skills etc. With the help of this person can learn something new or
different.
Reward and motivation- Reward is an effective way to motivate employees. John Lewis
Partnership company give rewards to those employees which perform in a better manner.
Through this other staff members try to give their better performance. Motivated employees are
necessary for success of company. It can attain its objectives and make successful. Reward
system is an effective way of motivation.
Team and individual goals with effective communication
John Lewis Partner helps in setting and attaining individual as well as team goals to
achieve. The effective channel of communication should be used in business so that each and
every employee understand actual scenario. HRM provides effective mode for communicating at
firm. With assist of team member and group productivity and profitability can achieve.
According to my point of view it can be concluded that whatever HRM practices John
Lewis is using is providing them appropriate results. For instance: through sharing and
collaboration it is making its employees capable enough in performing their task in a group
without any kinds of problems. Along with this, training and development programme company
is using is giving new as well as existing employees with an opportunity of enhancing their
existing skills and knowledge. Other than this, John Lewis has maintained a transparency
between its employees which is aiding them in having proper communication process. As a
result, it is assisting them in meeting all goals and objectives in a speculated time frame.
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