Human Resource Management at H&M: Practices, Recruitment, and Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within H&M. It begins by outlining the purpose and functions of HRM, particularly in workforce planning and resourcing. The report then examines the strengths and weaknesses of H&M's recruitment and selection processes, differentiating between internal and external approaches. A detailed discussion of the benefits of various HRM practices for both the employer and employee follows, including selection and recruitment, training and development, workplace design, flexible company policies, and reward systems. The report further evaluates the effectiveness of these practices in relation to H&M's profit and productivity. Finally, it analyzes the importance of employee relations in influencing HRM decision-making and identifies key elements of employment legislation and their impact on the organization. The report concludes with specific examples of HRM practices within H&M, providing a practical and insightful overview of the company's approach to managing its human resources.

Human resource management

Table of Contents
Introduction................................................................................................................................4
Task 1.........................................................................................................................................5
Purpose and functions of HRM, applicable to workforce planning and resourcing in H&M
Inc. (P1, M1)..............................................................................................................................5
The strength and weakness of different approaches of recruitment and selection used by
H&M (P2, M2, D1)....................................................................................................................6
Benefits of different HRM practices within H&M for both the employer and employee (P3,
M3).............................................................................................................................................8
The effectiveness of different HRM practices regarding raising H&M’s profit and
productivity (P4, D2)............................................................................................................11
Task 2:......................................................................................................................................13
P5: Analyse the importance of employee relations concerning influencing HRM decision
making for the chosen organisation and P6. Identify the key elements of employment
legislation and the impact it has on HRM decision making for the chosen organisation:.......13
Employee relations and its importance (P5)........................................................................13
Employee legislation elements and their impact on making decisions (P6)........................13
P7-Illustrate the application of HRM practices in a work-related context, using specific
examples from the chosen organisation...................................................................................14
Reference..................................................................................................................................23

Introduction
At the present time the role of human resource management is extremely important within
an organization or company. The human resource manager is responsible for every work
within the company. Its responsibility is to recruit the new resources and plan any project
work related to them. In short, the main role of HRM is to build a good relationship
between employees and motivate them to work efficiently. So HRM is the mode of
communication between stakeholder and employees. HRM has the detail project detail,
and if any conflict is raised then the HRM must resolve the conflict. In the hole, we finally
understand the different strength and weakness of the different process of recruitment and
selection process. And different functions and purpose of HRM on the workforce planning
and resourcing.

Task 1
Purpose and functions of HRM, applicable to workforce planning and resourcing in
H&M Inc. (P1, M1)
The Purpose of HRM
Human resource management is the main part and essential for the development of any
organization or company and managing the different kind of employees within
organizations. In H&M the main function of HRM to maximize the workforce efficiently
and provide the maximum efficiency to the company. The fundamental purpose of HRM
in H&M is to retain the best people for work in the best place, and its main function is to
acquiring training, and development of new talent of work. The basic function of the HRM
in H&M is to coordinate with different people for the different objective of work within
the organization. To improve internal functionality the role of HRM is important to use
their best resources of people for the best process and good use the technology. In H&M
the role of HRM is focusing on the enhancement of the performance of the different
employees within the organization and achieving the great level of performance within the
organization (Armstrong and Taylor, 2014). Apart from different workforce and planning
of their resources, there is another different kind of the purpose of HRM within the H&M
for the better outcome of the company. In H&M the main role of the HRM is to build good
coordination between the mission of the organization and the employees of the
organization to achieve the objective (Bai et al., 2017). Another main purpose of the HRM
is to best practice approach state and focusing and motivating the employees to achieve
the organizational goal on time.
Functions of HRM

In H&M there are many functions of HRM to get the better and quick result for the
organization. The function of HRM is to maintain the job satisfaction within the
employees for the better growth of the company if the employees of the organization are
satisfied with their work salary and job satisfaction then the growth of organization will
automatically occur (Bohlouliet al., 2017). Another main function of the HRM in H&M is
to provide the good training and development programs for the for the new employees and
other old company assets. For the better achievement of the business goal and re-
engineering organization process, the proper training and development of employees are
important. Another function of the HRM is to managing transformation and changes and
important to know the integrating the labour laws and ethics. The HRM must understand
the different companies status and their business plans, and according to that, they work
within the organization (Gunawardena et al., 2015). Apart from all these functions another
main function is to proper development, appreciation of work and maintain the job
satisfaction within the organization and build a good business relationship between the
stakeholder and employees and company, in short, all the main function for the growth of
the company is under HRM work in H&M.
The strength and weakness of different approaches of recruitment and selection used by
H&M (P2, M2, D1)
In H&M the process of recruitment and selection of the new employees done by HRM in
two different approaches and they are an internal process and external process of
recruitment and selection.
Internal process: in internal recruitment and selection by H&M the employees within the
organization get a higher level of the post within the organization by the management and

staffs. There are some strength and weakness of internal process of recruitment and
selection.
Strength: the internal process of recruitment is time-saving process because in the internal
process of selection the management already knows almost everything about the employee
strength and weakness (Long et al., 2014). This process is also very cost efficient as they
don’t need any recruitment agencies, vocational or skill test or even conducting the
interview. Another benefit of the internal process is it is loyal employee base and high
employee retention (Armstrong and Taylor, 2014).
Weakness: few weakness of internal process is it negligence toward the new fresh talent,
and it is a major weakness because when the same employee is working at the higher post,
then company faces a problem of lack of new idea of innovation (Bohlouliet al., 2017).
And another weakness it will remain unexplored new talent and skill.
External recruitment process: in external recruitment process HR managers select some
external and new talent from the market by means of reference of its employees or through
walk-in interviews (Gunawardena et al., 2015). In this process, HR manager select the
suitable candidate for the certain job.
The strength of the external process: the main strength of section through this process is to
provide new job opportunity in the market. As a result new talent explore their talent and
through this process HR can easily acquire the best talent from the pool of new talent.
Through external section process the promotion innovation will improve.
Weakness of external recruitment: the major weakness of external process is it is takes
time in recruitment process and the costly too in the case of urgent hiring sometimes
accidently company takes incompetent people for the job.

Benefits of different HRM practices within H&M for both the employer and employee
(P3, M3)
Various practices of Human Resource Management has advantages for the employees and
the employer. The table below shows the various policies of Human Resource
Management carried out in H&M.
HRM practices Details Employee benefits Employer benefits
Selection and
recruitment
Selection and
recruitment in
H&M take up the
approach of internal
recruitment for
higher management
levels and external
recruitment for
subordinate
employees (Ivy,
2018).
The selection
process and
recruitment of
external and internal
are beneficial
because the
employees get the
scope of
development and
growth. More
highly skilled
employees can be
retained in the
company with the
process of internal
recruitment. The
new talented people
have the
opportunity of
getting practical
experience with the
With the help of
internal recruitment,
the employers have
the benefit of
retaining the
efficient and skilled
employees along
with being cost-
effective. On the
other hand, the
employees get the
scope of innovating
in the company.

help of external
recruitment.
Development,
training and
learning
To attain
continuous growth
and development
along with
maintaining the
efficiency of the
employees involved
in promoting
Human Resource
Management. The
Human Resource
department in H&M
training programs
are conducted
periodically, and the
employees are
updated about new
technologies and
business trends.
This practise
benefits the
employees and the
employer.
The development of
new skills is
brought about by
the employees and
keeping up with the
latest technologies
help them in getting
better scores in a
career in the
company. They are
also updated with
the demand
variations in the job
market.
While the
employees are
trained, the
employers provide
the company with
better work
effectiveness.
Efficient employees
are retained and
trained to help them
get used to the
activities of the
company.
Workplace and job
design
Certain work
culture designing
are involved in this
As the employees
exactly know what
they are supposed to
The employers get
done with the exact
work that their

process along with
specifying the job
roles of the
employees in the
company. The
employees are also
told about what the
company expects
out of the roles
provided to them.
do their job, the
chances of going
wrong are decreased
along with avoiding
misconduct. Any
extra work that is
not required to do is
also avoided.
employees are
supposed to do.
This maintains the
work that the job
demands along with
maintaining the
work culture.
Flexible company To gain functional,
numerical and
structural
flexibility, this
practice of Human
Resource
Management is
involved.
Due to the up
gradation of the
Human Resource
policies as per the
changes of market
demand, the
employees are
benefitted as they
have the scope of
getting higher
salaries and
compensations.
The employer is
benefitted as they
become a preferable
employer of the
employees and thus
get provided with
the best talents.
Reward system and
payment
The payment and
reward system of
the company as a
Human Resource
practice develops
various pay scales
The employees are
not behaved
partially with and
get proper salaries
along with earning
incentives and
The employers are
benefitted as they
do not leave much
bargaining power
and provides
motivation through

that are fixed
according to the
employee grades.
bonuses (Keynes,
2016).
incentives.
Performance
management
Yearly initiatives of
appraisals are
undertaken, and the
employee
performance is
evaluated.
The employees
identify the aspects
where they need to
be improving for
having growth.
The most efficient
employees are
identified as they
evaluate the
performance.
The effectiveness of different HRM practices regarding raising H&M’s profit and
productivity (P4, D2)
The effectiveness of the different HRM practices could be evaluated by the proper
evaluation of the strengths and weaknesses of each of the practices.
1. The organizational success is brought by the learning, development and proper training.
The organizations hold efficient workers who are proficient towards the changing patterns
of the business and are prepared in like manner accordingly H&M holds at a favourable
position.
2. The external and internal recruitment process is cost-effective, time-saving processes
that could deal with making new job opportunities, attaining most qualified employees and
getting high employee retention rate as well. These strengths would be making H&M be
gaining more profit by acquiring highly talented candidates who would be loyal and could
invest in the decision-making process of the company in the process.
3. The flexible working environment for H&M implies that and hierarchical culture which
is adaptable as far as numerical, auxiliary and utilitarian adaptability in which, H&M is

benefitted by turning into an association of representative's decision subsequently they
never neglect to procure the best gifts of the business.
4. Occupation and work environment configuration helps in picking up workforce suitable for
authoritative culture and good to the activity requests. Along these lines, H&M through such
training approaches a vivacious work culture which is imperative for venture execution and
victory.