Harrods Case Study: Evolution of HRM - Objectives & Planning

This report provides an overview of Human Resource Management (HRM) with a focus on the role of HR professionals and the organizational objectives they deliver, using Harrods as a case study. It defines the responsibilities of HR professionals, highlighting their involvement in recruitment, selection, employee benefits, and training. The report examines key organizational objectives such as planning, recruitment, and selection, detailing how these functions have evolved over time with the introduction of new business strategies. It also emphasizes the importance of the CIPD profession map in guiding HR practices. The conclusion reiterates the vital role of HR professionals in planning, staffing, and controlling organizational functions, emphasizing their contribution to hiring based on skills and qualifications.

Human Resource Management

Table of Contents
 INTRODUCTION
 MAIN BODY
 What it means to be a HR professional
 Examining the organizational objectives (planning, recruitment and selection)-
 Considering how these have evolved in an organization-
 CONCLUSION
 REFERENCES

INTRODUCTION
 Human Resource Professionals are those who hire the employees, select them and take
interview of the candidates.
 HR Professionals also handle the payroll, benefits and the attendance of the employees.
 Harrods is one of the world's largest departmental store having 5000 brands. The
organization is having the best HR professionals with them to recruit the employees.
 This report shows meaning of HR professionals making reference to the current CIPD
profession map and also the organizational objectives that the HR delivers.

What it means to be a HR professional
 HR Professional is a specialist who recruit, select and place the employees. They plan for
the functions of the organization and also directs them.
 HR experts also handle the salary, benefits, training and development of the employees.
They have a clear vision, must be a strategic thinker and a great communicator.
 They should have flexibility and always be ready to take risk. Human Resource
professional is a person who inspire and motivates the employees.
 The CIPD profession map keep an eye on the roles and the behaviour of the HR
workers.

Examining the organizational objectives
Planning
 HR professional plays an important role in the planning process of the organization.
 HR ensures that the employees knows about the business and their work.
Recruitment
 Recruitment is a process of engaging skilled and talented candidates for the job.
 HR professionals helps in the recruitment process of the organization by selecting the best employees for the job .
Selection
 Selection is the process of recognising and selecting the right candidate for the right job.
 Selection of the employees is one of the important process of the HR professionals.

Considering how these have evolved in an
organization
 The planning process of the organization evolve towards complexity as many
new strategies and approaches of business are now introduced in the market
 Earlier the planning process only includes development plans and identifying the
demand and supply and now they are evolved by using the resources of the
organization in an effective manner.
 The Human Resource Professionals are using new and innovative ways in order
to hire and select the employees.

CONCLUSION
 From the above discussion, it can be concluded that HR professionals are the
specialist who recruit, select and interview the candidates.
 They hire the employees on the basis of their skills and qualification. The use of
CIPD profession maps is very important in order to increase the capability of HR
professionals.
 However, from above it can be analysed that HR professionals plays a vital role
in planning, staffing and controlling functions of the organization.

REFERENCES
 Books and journals
 Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production. 208. pp.806-815.
 Pak and et.al., 2019. Human Resource Management and the ability, motivation and opportunity to
continue working: A review of quantitative studies. Human Resource Management Review. 29(3).
pp.336-352.
 Ahammad, M.F., Glaister, K.W. and Gomes, E., 2020. Strategic agility and human resource
management. Human Resource Management Review. 30(1). p.100700.
 Saeed and et.al., 2019. Promoting employee's proenvironmental behavior through green human
resource management practices. Corporate Social Responsibility and Environmental Management.
26(2). pp.424-438.