Analysis of HRM Strategies: H&M Workforce Planning and Practices

This report provides a detailed analysis of Human Resource Management (HRM) practices within Hennes & Mauritz (H&M). It begins with an introduction to HRM, highlighting its significance in organizational success and focusing on its role in workforce planning and resourcing. Task 1 explores the purpose and functions of HRM, specifically in the context of H&M, covering staffing, training and development, employee relations, and maintenance. It also examines the strengths and weaknesses of different recruitment and selection approaches, including internal and external recruitment, and the use of recruitment agencies. Task 2 delves into the benefits of various HRM practices, such as training and development, and performance management, evaluating their effectiveness in enhancing productivity and profitability. Task 3 discusses the importance of employee relations and relevant legislation, assessing their impact on HRM decision-making, and applying HRM practices in a work-related context through job specifications, CVs, interview processes, and evaluations. The report concludes with an evaluation of the processes and rationale for conducting appropriate HR practices.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and function of HRM applicable to workforce planning and resourcing in H&M..1
P2 Strength and weaknesses of different approaches to recruitment and selection...............2
M1 Role of HRM in providing skill and talent to fulfil business objectives........................4
M2 Evaluation of strength and weaknesses of various approaches ......................................5
D1 Critically evaluate the strength and weaknesses of different approach to recruitment and
selection process.....................................................................................................................5
TASK 2............................................................................................................................................5
P3 Benefits of HRM practices................................................................................................5
P4& D2 Effectiveness of different HRM practices in raising the productivity and profitability
of H&M .................................................................................................................................7
M3 Different method use in HRM practices .........................................................................9
TASK 3..........................................................................................................................................10
P5 Importance of employee relation and its effect on HRM decision making ...................10
P6 Key element of employee legislation and its impact on decision making .....................11
M4 Evaluating the key aspect of employee relation management and employment legislation.
..............................................................................................................................................12
D3 Evaluating employee relation and application of HRM practices and its influence on the
decision making. ..................................................................................................................12
P7 Application of HRM practices in work related context .................................................12
1. Job specification ..............................................................................................................12
2. Curriculum Vitae .............................................................................................................13
Interview selection criteria...................................................................................................14
Interview notes and preparation...........................................................................................15
Evaluation.............................................................................................................................15
3. Documentation of interview ............................................................................................15
4 & M5 An evaluation of the process and rationale for conducting appropriate HR practices.
..............................................................................................................................................15
5.Application of HRM practices...........................................................................................16

CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................17

INTRODUCTION
In current organisation is continuously modifying themselves so that they can sustain in this
ever-changing market. Human resource has become important part of organisation as it help
them in their modification. Along with this its also responsible for the proper management of
human resource in the firm. It makes sure that employees have requires skill and knowledge
through which they can contribute in the success of the firm. It plays important role in the
reattainment of the employees and ensuring that they are satisfied with the working of the firm.
In current report Hennes and Muritz (H&M) has been taken into consideration. The firm own itrs
existence fort more than 70 years, the firm operates it business globally in more than 62
countries and has more than 4,500 stores under its name. The current report will discuss the
purpose and scope of human resource management along with this its key element that help in
business will also be analysed in the detail. Furthermore, various factor and their impact on the
decision making will also be done.
TASK 1
P1 Purpose and function of HRM applicable to workforce planning and resourcing in H&M
Workforce planning in simple Words can be defined as the process where organisation
make sure that select the right person who posses the necessary skill that can contribute in the
success of the firm at the right time (Azeem And et. al., 2016).
The main function of HRM is to support the organisation so that it can achieve its goal
and objectives. HRM has various function that help them in supporting the firm. HRM of H&M
company is responsible for development of high performance culture for this it makes sure that
proper training and development programs are arranged for the employees. Some of this function
are mentioned below:
Staffing
Its one of the important part of workforce planning. Through the process of staffing the
HRM of the H&M firm ensure that only those candidates get selected who not only have skill
and knowledge but also the potential to become better. The business entity can select various
way through which they can recruit right employees the firm (Bondarouk, Bos-Nehles and
Hesselink, 2016). IT can adapt both internal and external strategy to make sure that only best
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talent get chance to move forward. Employees with good skill will help in bringing efficiency in
the work and will also help the entity in achieving it goal and objectives.
Training and development
The main purpose of the HRM is to enhance the skills and knowledge of the employees
so that high performance culture can be maintained in the firm. Providing training to the staff
also help the corporate in making them, understand their roles and responsibility. IT helps them
in carrying out their work in efficient manner. BY providing training and development program
to the employees not only it enhances their skill but also their productivity which help the firm in
long run (Zibarras, and Coan, 2015). IT also plays major role in satisfying employee and
retaining them to company for longer time.
Employee relation
HRM is responsible to make sure that healthy relationship is maintained between the top
management and staff of the firm. HRM try to make sure that all the needs and demand of the
staff of H&M firm are fulfilled so that they can gain their loyalty. They are also responsible to
solve any issue between the management and staff so that healthy working environment can be
created.
Employee maintenance
HR manger is also responsible to encourage employees to work while maintaining the
basic work ethics. HRM in the organisation is responsible for the holding of values, morals and
standard, while ensuring that each person is working ethically. HRM is responsible to come up
with various policy that can help them in proper ethical working.
P2 Strength and weaknesses of different approaches to recruitment and selection
Recruitment is one of the important function of the HRM, its a process where companies
search and create a pool of candidates who have potential skills and experience that are required
by the entity for particular job or post (Foss and et. al., 2015). There are several methods
through which firm can recruit right employees in working few of which are mentioned below
Internal recruitment
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In this method the H&M company select the employee within the firm to fill the vacant
post. Existing member are selected to fill the vacant post in this approach. Promotion is the way
through which this approach is implemented in the firm.
Strength
 This method is quite cost efficient the employees are already aware of the working of the
firm so they do not require training. It's also the fastest process to fill the vacant spot.
 It also works as motivator factor, people put more effort in their work for promotion it
also helps the firm in attaining the loyalty of employees (Vanhala and Ritala, 2016). This process maker sure that only eligible employee get selected for the promotion, as
H&M is already aware of the strength and weaknesses of each employee.
Weaknesses
 No place for innovation and new idea.
 Can lead to resentment in others.
External recruitment
In this approach the entity provide chance to all the external candidates to apply for the
vacant post in the firm. In this the firm choose various way through which they can attract the
potential candidate toward the firm. There are various way through which candidate get selected
in this method such as skill inventory, In skill inventory the manger of the firm test their skills
and select the ideal person who have all the necessary skills.
Strength
 New ideas are brought with new people, help in bringing innovation in the firm.
 Firm can select the candidates with the best experience. Wide range of candidate to choose from.
Weaknesses
 Costly and longer process in , lot of money required for advertisement and conducting
interviews.
 There are chances that best candidate do not get selected (Greiner, 2015).
 Can lead to problem in existing and new employees.
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Recruitment agencies
In order to select right employee the firm can adopt can take the help of recruitment
agency. These are private firm that help organization by providing them with skilled labour on
temporary or permanent basis.
Strength
 It' respond very quickly and help the firm in recruiting right employee.
 Selecting employee through this help the firm in reducing unneeded administration
process, that not only increase the cost of the firm but also requires lot of the time. Its quite effective in keeping the confidentiality of the corporate, the firm can hire the
right employees without their situation being exposed in the public (Hartland, Newell
and Damico, 2015).
Weaknesses
 There are chances that eligible candidate do not get selected as they prefer contacting the
firm directly.
 Instead, of providing the best selected few they present number of candidate. It becomes
quite time consuming to select the best candidate from all these.
 Its also costly approach as the firm need to pay the recruitment agency for the help they
have provided.
M1 Role of HRM in providing skill and talent to fulfil business objectives
The main role of HRM is staffing and training and development. HRM select the best
method of recruitment so that only best candidate can get selected, who bring skill and
knowledge with them that can help the firm in achieving its goals and objectives (Abdullah,
2016). Other than this it also arranges various training and development programs, so that skill
and knowledge of the employee can enhanced and they can exert more efforts in their working.
M2 Evaluation of strength and weaknesses of various approaches
Each and every approach of the recruitment have its own pros and cons. In order to select
best candidates the firm can choose integrated recruitment method in their working where they
can use both internal and external method of recruitment. They can accept the application from
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inside and outside for the vacant post and can select the best candidate who can fulfil their
requirement. It will provide them with better result and will also decrease the weaknesses of both
approach.
D1 Critically evaluate the strength and weaknesses of different approach to recruitment and
selection process.
Internal recruitment is quite effective for increasing the motivation of the employee and
gaining their loyalty, but its not necessary that it is always effective. If the firm have vacant post
for senior manger and required to fill this post, then it can select the candidates within the firm
that has the capability, but by doing this the firm may lose the candidate who may be better than
the current one if the firm has selected the candidate from outside environment (Ahmed and
Sattar, 2014). In such scenario its better of the firm to use integrated method so that best
candidate can get selected.
TASK 2
P3 Benefits of HRM practices
Human resource management conduct different practices in their daily working, that
help the firm in achieving its goal and objectives. It also helps the firm in enhancing their
performance. Various HRM practices help the H&M in smoother working and also provide them
with competitive advantage, that provide them with stability. Some of these practices are
discussed below along with its benefits
Development and training
Its one of the most Important practice of HRM. The department is responsible to analyse
the need of employees and arrange various training that can help them in their improvement. The
HR manger different development programs for new recruits and existing recruits so that they
can get benefited from this activity.
Benefits for employee
 It provides them with development opportunity.
 It also plays major role in increasing their satisfaction in the job.
 It helps the staff in adapting to the various changes in the firm (Jiang and et.al., 2016).
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 It aid them in increasing their skill and knowledge which will be quite beneficial for their
professional career.
Benefits for Employer
 Help in bringing efficiency and effectiveness in working
 High skilled employees mean less chance of error and accident.
 Increase brand image of the firm
 Increase the productivity of the firm
Performance and reward
H&M manger is responsible to motivate the employees of the organisation. He is
required to provide their employees with additional benefits and reward to appreciate their work.
It also helps them in motivating their staff. The firm can provide them with various reward such
as bonus, pay leaves, recognition etc., Performance management help the firm in managing the
performance of employee, they observe th work of employee and provide them with the
feedback for improvement.
Benefits for employer
 It will help H&M in telling their employees how valuable they are to firm and
how important their contribution is to firm is.
 It also helps in increasing the productivity of entity as motivated and skilled employee
put more efforts in their working (Li and et. al., 2013). It will also help firm in attaining the loyalty of employees band retaining them to firm for
longer time.
Benefit for employee
 Increased the satisfaction level of employees. They feel more comfortable in the
workplace.
 It helps the employee in making better balance between their personal and professional
life of employees.
 Reward helps the employee in gaining inner satisfaction and happiness.
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P4& D2 Effectiveness of different HRM practices in raising the productivity and profitability of
H&M
Employees are only resources that have the capability of improvement. They are essential
for the success of the firm. Its necessary of the firm to have highly skilled and diverse workforce
that can help the firm in attaining the profitability. H&M hr manger use different practices that
help them in motivating employee and improving their performance so that they can contribute
in the success of the firm.
Recruitment and selection
The HR manger of Hennes & Mauritz hires skilled employees that contribute in the
success of the firm by performing well. These skilled employee use their innovative idea and
effort to perform their various duty. This help the firm in completing their project within the
given time limit. Skilled and diverse employees worked as the assets to the firm. HRM practice
ensure that they select right candidate who can perform well and can contribution in the success
of the firm (Riding and Rayner, 2013). Skilled employees also make fewer errors and accident,
other than this new employees with them bring new ideas and innovation that help them in
producing a creative product that can help them in attracting the customer toward the firm. It
also aids the firm in producing quality product which not only increase their productivity but
also profitability.
Learning, development and training
The firm provide their staff with proper training and development opportunity so that
they can enhance their skill and can perform well. Training and development program play
major role in improving the performance of the employee, it also provides them with better
understanding of their job and their responsibility so that they can perform well. It also helps in
boosting the confidence of the employee. By providing proper training the staff member perform
their duty well and make sure that they provide their customer with best experience. It also helps
them in gaining the customer satisfaction. They help in improving the quality of the firm which
help them in earning more profitability.
Reward and recognition
The firm provide their employee with extra benefits through reward and recognition. It
help them in earning the satisfaction of employees so that they can feel motivated and can put
more efforts in their working. It also helps the HR manger in creating healthy working
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environment for the staff member so that they can feel comfortable. By motivating employee the
firm can increase their performance that assist the firm in maximising their profit. It's also quite
effective in retaining valuable employees toward the firm (Armstrong and Taylor, 2014). It helps
the firm in reducing the turnover, the employees become loyal and start taking initiative toward
the success of the entity. It also increases their corporation. Motivated employee also play
leading role in the success of the firm they help the organisation in gaining the brand image.
Skilled employees with the high performance help the firm in performing well which provide
them with competitive advantage.
Performance management
In order to increase the efficiency of the employees, the company measure the
performance of each employee. It helps them in identify the strength and weaknesses of the
employee. By analysing this firm arrange the work in such a way that they can utilize the strong
point of the employee and can minimize their weaknesses. It helps them in increasing the
efficiency of the employees, and also help them in retaining them to the firm for longer time. It
assists them in increasing the brand image of the firm as well as its productivity. Skilled and
experience workers are more aware of the demand and perception of the customer it helps them
in producing a product that can satisfy the need of service user. It also aids them in attracting
more people toward the firm which help them in increasing there profitability.
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M3 Different method use in HRM practices
Training and development, recruitment, performance management, reward system are
few of the practices that come under human resource management. There are various method
used in different practices some of which are mentioned below
Recruitment
Recruitment includes preliminary screening, where the firm start screening the resume of
the candidate to select those candidates who passes the basic requirement after that it conduct
telephone interview, its optional many company direct contact employees and ask them to come
to the firm (Certo and Certo, 2013). After this a test is held. The test is determined by the
company, every company have its own way. After these interviews are held through which the
firm select most skilled employee for post.
Development and training
In this first the firm try to analyse the gap between the current performance and required
performance and on the basis of that arrange the development program so that employees can be
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Illustration 1: Benefits of HRM practices
(Source: Human Resource management. 2017 )

most benefited from it. It also includes monitoring, where manger monitor the performance of
employee to see whether there has been some improvement or not or if they require any more
training.
Reward and recognition
In this the firm observe each of the employee and select those employees who are
continuously performing well without any failure. They provide them with extra benefits and
recognition which help them in motivating there employees.
Performance management
Management seeks the feedback from team leader regarding each employee so that they
can come to know about their strength and weaknesses, after this they arrange development
programs for them so that they can eliminate these weaknesses and enhance their performance,
on the job training coaching are few of the ways that are adopted by the firm (Harrison, 2014).
TASK 3
P5 Importance of employee relation and its effect on HRM decision making
Employee relationship in simple words can be defined as the way through which firm
mange its relationship with its employee. Employee relation make sure that firm is treating each
of its employee with fair consistent treatment. It plays leading role in building the trust among
employees and increasing the performance of employee.
Employee relation is important as it plays significant role in the success of the firm. A
firm who has strong relationship with their workforce not only perform well in the market but it
also helps them in sustaining in the market for longer period. It also helps the firm in making
right decision and performing well. If H&M has strong relationship with their employee's that it
will be easier of the firm to implement changes in their working which can enhance its
production and can assist them in earning more profit (Heckhausen, Wrosch and Schulz, 2015).
With strong relationship the staff of the firm can easily adapt themselves to the change and no
resistance will be created from employee side. If a firm have good relationship not only they
accept changes but also work in its implementation and better working. Staff also start taking
initiatives for the success of the firm, they make sure that they utilize the resources well so the
production can be enhanced. It will also help the firm in reducing the wastage which will help
them in increasing the overall productivity of the firm.
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It also has major impact on the decision making, any decision made the HRM have its
direct impact on the staff of the firm. Employee relation ensure that before making any big
decision the views of the employee are also taken into the consideration. Empowering the staff
and involving them in decision making help the cited firm in taking right decision. It will also
help the firm in attaining the loyalty of their staff. There are many ways through which firm can
maintain the employee relation in H&M firm (Mondy and Martocchio, 2016). Empowering the
employees will increase the involvement of staff in various activity of the firm and will also help
the firm in maintaining good relationship. Effective communication will also assist the firm in
the maintenance of their relationship, firm can continuous communicate their employees and can
ask for their feedback this way they will earn the trust of the employees.
P6 Key element of employee legislation and its impact on decision making
H&M organisation need to follow every rule that is set by the government of UK in order
to work smoothly, unable to do so can lead the firm into legal hassle which will not be good for
the brand image of the firm (Azeem And et. al., 2016). The main purpose of this law is to save
the workers from any kind of exploitation and making sure that each organisation under the
government are working fairly. There are some key legislation that every firm has to follow
some of which are mentioned below
Equality act:
According to this act every organisation are required to treat each of their employee with
equality. There should be no discrimination of races, age, sex, etc., at the time of recruitment or
promotion. Other than this favouritism is also not allowed in the organisation. The skilled and
quality of the person should be only criteria for the promotion.
Data protection Act
According to this act the employer are not allowed to disclose the personal information
of the person to any other person without the consent of the concerned person. This law not only
applied on the employer but also on the employees (Bondarouk, Bos-Nehles and Hesselink,
2016). Its illegal to pass the personal information of the firm to any outsider. The firm can sue
the person for its mistake.
Health and safety act
According to this the organisation is responsible for the health and safety of the person
while they are at the workplace. Company's are required to follow all the safety measure so that
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any type of accident can be avoided, if the firm is unable to do so and if it leads to accident, than
organisation has to compensate the involved person, it can also lead to legal issue (Zibarras, and
Coan, 2015).
M4 Evaluating the key aspect of employee relation management and employment legislation.
Employee relation and employee legislation are interlinked with each other. In order to
maintain good relationship with there staff its necessary of the firm to follow all this legislation.
In case H&M are unable to do so it can lead them to legal hassle (Foss and et. al., 2015). For
instance. If the government has decided to increase the minimum wages of the employee and
firm are still not implementing that change than it can lead to the disappointed in the employees,
it can also lead to conflicts, which not only affect their relationship with employees but will also
have its effect on the productivity of the firm.
D3 Evaluating employee relation and application of HRM practices and its influence on the
decision making.
Employee relation have its impact on the HRM practices. The HR mnager of the firm can
use effective communication to maintain better relationship with the employees. IT can ask for
the feedback of employees regarding the change, not only it will make increase employee
involvement but will also help the firm in bringing efficiency in their working.
TASK 4
P7 Application of HRM practices in work related context
1. Job specification
Job specification
Company name Hennes & Mauritz
Position HR assistance
Place London
Experience Minimum 2 to 3 years of experience of
working in HRM. Should be well aware of
roles and practices of HRM.
Roles and responsibility Require to mange existing setup and make
some new set ups.
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Have to assist HR manger in various activity
Salary range Based on the qualification of candidates
Application date 16/01/18
Interview date 18/01/18
2. Curriculum Vitae
CURRICULUM VITAE
Name:
Address:
Objectives: To improve my skills and knowledge by working in your organisation and securing
a better position in job to achieve the personal development.
Education Classification
MBA in Human resource management in year 2013(85%)
BBM in business marketing in year 2010 (80%)
Experience:
1 year experience of working
Skills
 Communication skill
 Management skill
 Interpersonal skill Technological knowledges
Declaration:
I declare that all the above information mentioned above are true and authentic.
Signature
CURRICULUM VITAE
Name:
Address:
Objectives: To secure a better position in the company and meet the standards of the company
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in a very efficient way.
Education Classification
MBA in Human resource management in year 2014(74%)
BBM in business marketing in year 2012 (78%)
Experience:
6 month experience of working
Skills
 Communication skill
 Management skill
 Interpersonal skill IT knowledge
Declaration:
I declare that all the above information mentioned above are true and authentic.
Signature
Interview selection criteria
Various steps are been followed in the interview selection process by the HR department of the
company such as:
 Preliminary screening: In this stage, the applications are been screened and analysed
by the HR executives of the company to identify the suitable employee who meets the
requirement criteria of the company.
 Telephonic interview: Many companies opt for the telephonic interview of the
candidate in order to save time and get a brief idea of the candidates interest in the job.
 In Person Interview: Once the telephonic interview is been over, candidate can be
called for the personal interview. Face to face interaction takes place and recruiter comes
to know the idea of the potentiality of the candidate and helps the HR personnel to make
the decision regarding the recruitment.
 Cultural selection: The HR executive will look after that the candidate is able to work
in the work culture of the company that helps the company to gain a better share of
market and meet the requirement criteria of the company.
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 Training the Candidate: Once the selection is been made, the HR executives helps the
employee's to settle and understand about the work by providing them the suitable
exposure of the work processes that are been carried out in the company.
Interview notes and preparation
The Interview helped the company to gain a better idea about the requirements and the
phase that helped the company to gain a better understanding of the requirements of the
company and meet the requirements of the employee's in a better and significant manner. The
questions are asked about the basic introduction, educational qualifications and experience and
the social skills to which, the selected candidates answered satisfactorily. This helps the HR
executives in the company to opt for the appropriate training measures that will help to improve
the efficiency of the employee's and provide them with a suitable work exposure.
Evaluation
From the interview process, it can be said that the interview process is very crucial for
the development of the organisation as it helps the company to meet the requirements they are
seeking and to get the suitable fulfilment of the needs of the organisation and taking the suitable
measures to provide the appropriate training to their newly recruited employee's.
3. Documentation of interview
Preparing the interview, In this the firm select the time and location for the interview, the firm
need to make sure that they have all the document prepared, team interviewing, it betters to have
more than one person, it helps in better evaluation also make sure no type of discrimination are
done. Making sure that no type of discrimination is done as law prohibited any type of
discrimination. Its necessary of the firm to use effective question with fairly structured format, it
helps firm in ensuring consistency and compatibility (Vanhala and Ritala, 2016). Documenting
the interview, it helps in reflecting on the skills of individual applicant and discussing it with
other interviewer. It should be factual in nature and should be about those areas only that are
lawfully allowed.
4 & M5 An evaluation of the process and rationale for conducting appropriate HR practices.
HRM practices can help H&M in achieving its goal and objectives. With strong HRM
practices the firm will not only able to motivate employee but will also able to retain them to
firm for longer time. It also plays major role in bringing efficiency in the firm. It plays major
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role in recruiting skilled employee that contribute in the success of the firm. It alos help firm in
resolving the work place issue.
5.Application of HRM practices
HRM practices help in smoother running of the firm. For instance if the firm is suffering
from bad performance than HRM can arrange training and development programs for employee
so that their skill can be enhance so their performance (Greiner, 2015). It also plays leading role
in maintaining employee relation for instance if the employee are not satisfied with the working
of the firm than they can provide them with rewards and recognition so that they can feel the
appreciation the firm have towards them.
CONCLUSION
From the above it can be concluded that HRM play important role in the success of firm.
Its various practices help the firm in bringing efficiency and profitability in the firm. It also plays
leading role in maintaining the employee relation and attaining the loyalty of the employee.
HRM practices like recruitment, training and development assist firm in market and provide
them with stability.
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Human resource management 2017. [Online]. Available through:
<http://www.kccc.ie/Resources/KCCC-Articles-Newsletters/HR-Management>.
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