Comprehensive HRM Report: Harrods' Practices and Strategies

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Harrods, a renowned UK-based department store. It begins with an introduction to HRM, emphasizing its crucial role in organizational performance and employee motivation. The report then delves into Task 1, examining the aims and functions of Harrods' HRM, including candidate selection and compensation strategies. Task 2 explores recruitment and selection tools, such as advertisements and interviews, evaluating their strengths and weaknesses. Task 3 focuses on HRM practices like selective hiring and training, detailing their impact on both employers and employees. Task 4 investigates the importance of employee relations in decision-making, including delegation and conflict resolution. The report concludes by summarizing the key findings and emphasizing the significance of effective HRM in driving organizational success and employee satisfaction. It covers how HRM practices provide a competitive advantage, improve employee performance, and foster positive employee relations within the context of Harrods' business operations.

Human Resource
Management

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1 ...........................................................................................................................................3
P1 ...........................................................................................................................................3
P2 ...........................................................................................................................................5
TASK 2............................................................................................................................................6
P3 ...........................................................................................................................................6
P4 ...........................................................................................................................................7
TASK 3............................................................................................................................................8
P5 ...........................................................................................................................................8
P6 ...........................................................................................................................................9
TASK 4 .........................................................................................................................................10
P7 .........................................................................................................................................10
CONCLUSION .............................................................................................................................13
REFERNCES ................................................................................................................................14

INTRODUCTION
Human Resource Management is the crucial determinant within an administration which
assist them to improve their overall performance in an effective and efficient way. However, it is
a strategical formulation to the motivating and improvement of group and gaining their loyalty so
that they can make their best attempt to organisation prosperity, while also meeting their own of
necessity and aspiration in a better manner (Kotey and Slade, 2014). Moreover, it contains
several roles and purpose which help them to generate better relationship with each manpower
for obtaining profit maximisation within prescribed time limit. For this report, Harrods is
considered which is one of the branded UK based department store which is established in the
year of 1849. It deals with quality and luxury products and operates 330 stores which serves
across the globe. This study includes aim and function of HRM, recruitment and selection
approaches, HRM practices and application the same in context of employee and employee
decision making. Finally, need of manpower relation and employee legislation within company
is also mentioned here.
TASK 1
P1
Human Resource Management is an operation or process in company which is deigned to
exploit employee performance in order to meet employer's or organisation plan of action goals
and objective in an impressive and productive manner. It is also a pervasive force, action
oriented, future centred and combinative in nature and is a comprehensive function. In short,
HRM aims at obtaining organisational vision meet the expectation of manpower, evolve
knowledge, skills and capabilities of workforce, improve quality of working life and manage
human resource in an ethical or socially responsible manner (Truss and Gratton, 2014).
However, Harrods human resource function contains unique set of intent and features which
assist them to manage entire business operation in an effectual and prompt way. Therefore, some
of the aim and role of Harrods HRM are explained below:
Purpose
The core aim of Harrods HRM is to hire potential candidate in order to maximise the profit with
an optimum utilisation of resources in a productive style. Some of its are:

Candidate selection: Human Resource Departments are mainly known for their
responsibility of recruiting manpower. As this involves creating position announcements which
includes determining job duties and analysing the skill level which is needed for position.
However, Harrods makes an attempt to screen their applicant profile by conducting different
level of tests such as administration test and interviewing potential candidate in order to evaluate
each manpower abilities in accomplishing business objective (Renwick, Redman and Maguire,
2013). Additionally, it helps them to monitor whether its workforce are adhere to company's
code of conduct or moral value and also recruit suitable candidate for vacant positions in a better
manner.
Compensation: Fair payment is a huge concern for employees as it enable them to put
their effort for an attainment of profit maximisation. In regard of Harrods, they examine each
manpower performance and based on that they provide fair reward which builds high level of
satisfaction among employees. Moreover, mangers makes an attempt to recognise its personnel
achievement by rendering certificates, prizes, memento which improves their morale and
generate healthy working atmosphere within Harrods business operation.
Function of HRM
Training and development: Under this, it is relate with providing enormous platforms for
employees growth and improvement in their performance which benefits organisation in
increasing its productivity. Hence, Harrods superior conduct onboard training for new staff and
ongoing training for current employees and deliver numerous opportunities for enhance their
hidden talents. Some of its training and development activities are internal meeting, conferences
or external educational courses which builds positive attitude among Harrods workforce towards
brand image.
Recruitment and selection: It is concern with finding and hiring qualified individuals for
fill up the vacant position within organisation with the help of various recruitment tools and
technology like video interviewing, internet sourcing, personality tests. Thus, Harrods manager
make use of all modern tools in order to recruit suitable personnel and placed them in a correct
position according to their abilities that help them to work with full enthusiasm and passionately
for acquiring best positioning within competitive marketplace (Arthur, 2016).

Henceforth, the various purpose and function of HRM assist Harrods to improve their
overall performance as well as can build a healthy relationship with personnel which add value
to firm brand image.
P2
These business function is regarded as an essential procedure in HRM, configured to
maximise personnel capability in order to satisfy company plan of action goals and objective.
However, there is a slight difference between these two component as it comprises unique set of
roles in accomplish firm vision. Hence recruitment is the activity of selecting individuals for job
and exciting them to utilise fro occupation in an organisation whereas selection encompasses the
series of steps by which manpower are screened for choosing the most suitable persons for
vacant posts. Hence, Harrods applies various recruitment and selection tools within their
business operation which are given below along with their strength and weakness:
Recruitment tools
Advertisement : It is regraded as public business communication used to attract applicants
for filling vacant job position (Boxall and Purcell, 2015). It places notices in wide circulated
newspapers, magazines and journals alert a broad section of public to job opening. Some of its
strength and weakness are as follows:
Advantages Disadvantage
 It helps Harrod manager to cover wide
range of areas in a affordable cost
which enhance their productivity and
proficiency ratio.
 Business get deluged by application
and resumes from unqualified people
and then it has to shift through these to
find best individuals for filling vacant
job position.
Selection Tools:
Interview: It is a conversation in which superior and subordinate exchange information
regarding vacant position. Hence, Harrods managers make use of different types of interview
according to both parties convenience like face to face, telephonic, behavioural and case
interview. Some of its positive and negative effect over Harrods selection process are as follows:

Strength Weakness
 It enable Harrods mangers to acquire
fresh, new information about applied
personnel in order to enhance firm
proficiency ratio.
 It is very time consuming and costly
and sometime it will become biased in
nature which direct influence firm
profitability.
TASK 2
P3
HRM is the part of administration process which develop and carry off personnel talents
of organization considering resource of governance own people in terms of total knowledge,
attainment, creative abilities, talents, aptitudes and aptitude. (Kang and Snell, 2017). However,
there are various HRM practices which Harrods applies within their business operation and it
benefits its superior and subordinates differently are explained below:
HRM Practices Employer Employees
Selective Hiring Under this feature, it benefits
superior to hire right candidate
from various locations with the
help of adopting different
recruitment tools or
techniques. Moreover, it
enable them to attain full
contribution from personnel
towards business goals which
benefits Harrods in acquiring
best positioning among market
as well as to gain high level of
employee satisfaction (Human
Resource Best Practices,
2018).
A fair and productive selection
or recruitment processes
generates positive attitude
among manpower towards
firm pre determined goal.
Furthermore, suitable job
position encourage each
personnel to come up with
innovative ideas that enrich
Harrods proficiency and helps
in gaining competitive
advantage.

Training in relevant skill This aspect relates with
improving the capabilities of
employees by providing proper
training programs that enhance
firm overall performance. In
context of Harrods employer it
enable them acquire increased
workforce motivation and also
enrich Harrods capacity to
adopt new technologies and
methods in order to attain
profit maximisation (Harris
and Ogbonna, 2014).
It improves employee
performance as it help them to
overcome their shortcomings
and can perform their job in a
productive manner. Moreover,
it enrich Harrods subordinates
motivation level by which they
will become more proficient in
their job as well as can give
better result for obtaining
increased productivity.
However, the above discussed HRM practices aid Harrods employee and employer to
improve turnover rate and also to implement best decision which leads them to acquire increased
satisfaction or add value to company's brand image.
P4
HRM practices in any establishment plays a critical role as it gives competitory
advantage and empower them to bring innovation within business operation. Furthermore,
formalized HRM activity involves attract and hold talent, train personnel for ambitious role,
develop skills and competence, boost team spirit, improve job satisfaction through attractive
remuneration and generate better business opportunities. In case of Harrods, HRM practices
plays an integral role as it help to enrich their proficiency and productivity. Some of its
effectiveness in Harrods business function are as follows:
Provide competitive advantage: One of the aspect in HRM practices is hiring potential
candidate which is directly linked with firm effectiveness and efficiency. However, HRM
practices enable Harrods to recruit right manpower and also help them to place them in
appropriate position (Huemann, Keegan and Turner, 2017). Due to this, each personnel feels
motivated towards business goals and give their best effort for accomplishing the same that

results in gaining competitive advantage in an impressive manner. However, high level of
employee engagement leads Harrods to obtain increased level of productivity as well as to attain
sustainable profitability ratio.
Improve employee performance: For enlarging company's growth, it requires
productive workforce who is flexible to adapt novel ideas within business operation for
enhancing volume of sales among competitive marketplace. Hence, HRM practices assist
Harrods to provide effective training and development program which strengthen their
manpower abilities or skills and it reflect in enlarging Harrods profit margin and output within
competitive industry.
Henceforth, HRM practices not only encourage Harrods superior and subordinate to
render enormous opportunity but also help them to improve their overall performance as well as
to obtain increased level of productivity and profitability ratio.
TASK 3
P5
In order to achieve success and growth within competitive marketplace, an effective or
productive workforce is required who puts their best contribution toward an accomplishment of
business goals or objective in a better manner. However, the term employee relation plays a vital
role within an organisation as it is directly linked with productivity and profitability as well as
business decision making capabilities (Hoque, 2016). Thus, it refers to organisation's effort to
create and maintain a positive relationship with employees for obtaining increased level of sales
growth. Although, it is regarded as one of the crucial strategy in Harrods HRM yet they practice
it for managing their business operation in a productive way. Hence, there are various
importance of employee relation in aspect of Harrods HRM decision making are as follows:
Effective delegation: In this, it is concern with assigning various task to each manpower
based on their skill or abilities for achieving organisation pre determined goal. In regard of
Harrods, employee relation enable its employer to identify personnel capability or ability and
based on that they makes an decision in delegating the work which encourage them to put their
best effort for completing the task. Along with this, it improves employees morale and also
enhance company's brand image among industry.

Fewer workplace conflict: As mentioned earlier, positive employee relation generates
better working environment and enrich firm productivity in a better manner. In context of
Harrods, it assist its superior to handle or manage business complex issue in an ethical manner
without harming employees morale in any way as well as empowers them to make best decision.
Moreover, employee relation enable employer to take initiative in participating its personnel in
decision making process which create positive attitude among employees towards Harrods brand
and it directly reflects in enlargement of market share or size in an innovative way.
Increased productivity: Strong employment relation make a enjoyable ambiance within
the working environment. Furthermore, it increases manpower motivation and can also be enrich
through improved workforce mental state. However, this function has great impact overt Harrods
human resource decision making capability. Therefore Harrods, its HRM invest their best
contribution into employee employee relation program which benefits them in experiencing
increased productivity that leads in obtaining high level of profit margin (Antunes and Pinheiro
2019).
Henceforth, the above discussed importance of employee relation plays an integral role in
Harrods human resource decision making skill. Along with this, it enable them to examine each
manpower ability and based on that they delegate the work which encourage them to put their
best effort fro nan accomplishment of organisation goal as well as help them to make fair
decision which render high level of employee satisfaction among Harrods business operation.
P6
In every establishment, a healthy and organised working culture is necessary which leads
company to achieve their business goals or objective in an trenchant and expeditious way.
Moreover, employment legislation is considered as an integral component as it signifies that it's a
set of laws and regulation or policies which is framed by government towards company to
govern workplace functions as well as to protect personnel rights and provide proper guidance to
pursue their business goal in an ethical manner (Shimengah, 2018). IN context of Harrods,
employment legislation is an important factor for building structured or organised working
culture in order to gain increased level of employee satisfaction and also help them in
implementing best decision for an enrichment of workforce. However, there are some
employment legislation which Harrods implies within their business function are explained
below:

The Equal Pay Act, 1970: This act sates that fair or equal pay must be provided for men
and women which gives them a feeling of impartial treatment and it enhance their morale
towards brand image. IN short, personnel who perform work of equal value or the same job,
should get fair reward. However, it benefits Harrods HRM in recognising the achievement of
manpower and also to provide fair reward which generate positive attitude among them as it
reflect in providing full contribution for an accomplishment of organisation vision in a better
manner. Moreover, it assist them to avoid discrimination on the basis of gender, caste or creed
rather it aid them to make favourable decision which improves employees morale and enrich
their performance in an impressive style.
The Employment Relation Act, 1999: Under this, it provides a structure for employers
and union to negotiate and enter into collective agreements and employees to bargain and get
into individual agreements. In case of Harrods, this act helps its HRM to provide numerous and
equal platforms to manpowers as well as trade union in order to make best decisions for building
strong relationship with each other. Moreover, it render a facility to grieved parties for sharing
their views on conflicts and based on that Harrods HR implement a corrective course of action in
order to attain high productivity and proficiency ratio.
The Working Time Directive, 1993: This act signifies that the amount of time spent at
work in order to protect the health and safety of company workforce. Hence, in context of
Harrods they applies this legislation within their business operation as it help them to set some
standards regarding working hours in order to generate better working atmosphere. Moreover, it
kept a personnel average working work is no longer than 48 hrs in seven days in which working
time involves job related training, travelling time, paid overtime but excludes normal travel to
work, breaks when no job is dine and voluntary unpaid overtime. Furthermore, employees are
entitled to minimum rest period of 11 consecutive hours in every 24, as well as rest break during
working time if they are on duty for longer than six hours (Rada, 2012). Thus, Harrods HR
makes an attempt to generate increased level of employee satisfaction.
Hence, the above mentioned employment legislation enable Harrods to build a healthy
relationship between employee and employer as well as assist them to reduce an intervention of
government within their business function and also helps them to implement best decision
making for attaining high level of proficiency.

TASK 4
P7
It is a tools or techniques through which human resource personnel can develop the
leadership and expand their sales growth in an impressive manner. This occurs through various
practices like extensive training courses, motivational program, assist management in performing
ongoing performance appraisal. For attaining high productivity, they require effective personnel
for which they conduct various methods for fill up the vacant job position. However, in case of
Harrods there is a requirement for Marketing Manager for which they develop some skill criteria
which they are expecting from applicants in order to accomplish their goal in an innovative and
productive style (Fredman, 2015).
Job Description
It is a representation which is deliberate to render job applicants with an abstract of the
core responsibility and province of role for which they are applying. From Harrods perspective,
it is indispensable in ensuring that the application accepted for Marketing Manager position
closely match the needs of role itself.
Job Description
Job Title: Marketing Manager
Location : BioCity, London
Working hours
 Negotiable – 20 hrs. per week normally 4 hours per day
Reporting to
 Managing Director
Accountable for
 Sales and marketing assistant
Duty and Responsibilities
 To mange receipt, handling and increase of all sales query.
 Administrate the preparation quotes
 Produce appropriate marketing collateral a required
 Determine and co-ordinate market substance on behalf of Harrods
 Supervisor company's sales KPIs and sales performance

Specification and skills
 Candidate ought to be very focused and targeted.
 Able to possess leadership and interpersonal skills.
 Ought to be outstanding communicator.
 Capable to implement best decisions a swell as contains negotiation skill.
Education & Qualification
 UG/PG/Diploma degree holder with relevant experience of 2-4 years in same field
Curriculum Vitae
It is a detailed document highlighting individual professional and academic history like
working experience, achievements and awards which help applicant to compare their skills with
company standard for achieving business objective within prescribed time limit.
Andrew James| Marketing Professional
Location: 21, Queens Street, London
Telephone: [phone]
Email: [e-mail]
Professional Profile
Marketing professional, with over 5 years experience of formulating multi channel marketing
initiatives and collateral to maid business growth. Proven ability to create highly successful
membership programmes, insight driven integrated digital marketing campaigns .
Core Skills
 Key Account Management
 Brand positioning
 Project management
 Lead generation
Career Summary
Aug 2014 – till date
Key responsibilities
 Managed brand development of existing, company acquisition and sub-brands.
 Communicating all marketing initiatives internally to ensure every department provided