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 )