Human Resource Management Report: An Analysis of H&M's Practices

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, specifically focusing on the case of H&M. The report begins with an introduction to HRM, its purpose, and functions, emphasizing workforce planning and resourcing within the context of H&M's global operations. It then delves into the strengths and weaknesses of various recruitment and selection approaches, comparing systematic and personalized methods. The report further examines the benefits of HRM practices for both employees and employers, including recruitment, selection, training, and development. It evaluates the effectiveness of different HRM practices in raising organizational profit and productivity. Additionally, the importance of employee relations and their influence on decision-making processes is discussed, along with key elements of employment legislation and their impact on HRM. The report concludes by applying HRM practices in a work-related context to the organization, offering a holistic overview of HRM strategies and their implications for H&M's success.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P2 Elaborate strengths and weaknesses of various approaches of recruitment and selection.....6
TASK 2............................................................................................................................................7
P3 Benefits of practices related to human resource in context of employee and employer........7
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity.................................................................................................................8
TASK 3............................................................................................................................................9
P5 Importance of employee relation and its influence in decision making process..................9
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision making. ........................................................................................................................9
TASK 4..........................................................................................................................................10
P7 Application of HRM practices in work related context to organisation..............................10
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource management is the chain of activities that includes recruitment,
selection, induction to employees, provide training and development and appraise their
performance with many more are the crucial function of it. It handles all aspects related to
employee to give quality of work life that give motivation to employees and they are able to give
their best. This report is based on H&M which is a Swedish multinational clothing retail
company and known for its fast fashion retailing for sections in which men, women, children's
and teenagers. It operates in almost 62 countries with 4500 stores and give employment to
132,000 employees at present. This report is based on purpose and scope of HRM in terms of
talent and skill association to achieve organisational goals and objectives. It also includes
effectiveness of Human resource elements in a firm with internal and external factors that helps
in decision making process. To coordinate each and every activity organisation have to apply
various practices in wider organisational context.
TASK 1
P1Purpose with function of HRM by applying Workforce planning and resourcing an
organisation.
H&M founded in year 1947 as an Swedish clothing retailer and become one of most well
known brand name in fashion industry. It has 4000 stores in world wide and aimed to open 7000
to 8000 stores in future (Abdelhak, Grostick and Hanken, 2014.). It deals in fast fashion group
by higher merchandise turnover by continuously resupplying products and services. It provides
products and services at low prices in comparison to their fierce competitors the reason that its
clothes are notorious for their disposable nature and easy to produce.
Mission statement:

The mission of H&M is to drive long term changes in positive way and enhance working
conditions by invest in people, communities by bringing innovative ideas. With their vision
statement to lead changes towards renewable fashion industry.
Purpose:
The main purpose and objective of H&M is to manufacture sustainable clothing at
accessible price to all market base (Ageron, Gunasekaran and Spalanzani, 2012..). For H&M
global challenge award is an innovation challenge that demands new ideas, products and
regarding solutions to build best reforms and protect the environment.
Core business:
The core business of H&M is to build products and services as per consumers needs and
demand, deals in fashion retailing industry by manufacturing for women, men and children's.
They have wide product portfolio and work under eight major brands in which H&M, COS,
Monki, Weekday and H&M Home with ARKET, Afound.
Purpose and functions of HRM:
Human resource management is one of the important attribute for an organisation to
planning, organising, directing and controlling of various activities in which procurement,
development and integration to achieve organisational goals and objectives (Andreeva and
Kianto, 2012.). The main purpose of HRM is to select competitive staff members as per the need
of organisation that helps to remain enough competitive in marketplace. They also give
assurance to satisfy consumer needs and wants of individuals to reach at desirable goals and
objectives. So human resource is one of most crucial department in an organisation to select and
retain one of competitive staff members in an organisation. In context of H&M they give
training and development, orientation and education to their employees with help of human
resource management so that organisation can be achieve desirable goals and objectives.
Function of HRM:
There are three major functions of Human resource management that are as follows:
Managerial function:
In an organisation there are many functions in that plays major role in organisational
development and enhancement that are as follows:
Planning:

It is one of primary function in which no. and types of employees to accomplish
organisational goals and objectives. In that phrase management collect necessary information
about current and future needs of employees ( Bakker and Demerouti, 2014.). It proved
beneficial for H&M to collect information about needed skills and capabilities of an individual.
It helps to select best candidates out of it and helps in resourcing.
Organizing:
In that step tasks and works should be allocated in proper way according to skills and
capabilities of an individual. They organise all relevant information to select best candidates.
Directing:
In that includes activating personnel from various tier and making them in organisational
goals. In H&M by grabbing potentialities by constant motivation and command in proper way.
Controlling:
In that phrase after planning, organising all activities the performance of an employee
should be checked in proper way by comparing with standard goals.
Operative functions:
There are various kinds of functions of HRM that are as follows:
Recruitment:
Hiring of best and competitive candidates that helps in achieving organisational goals and
objectives in proper way. In context of H&M to remain always competitive in marketplace they
collect information about potential skills and capabilities that require to organisation.
Job analysis and design:
In job analysis consist of designing nature of job in which qualification, work experience,
skills and capabilities are major factors of job design (Belbin, 2012.). In job design also includes
tasks, duties and responsibilities for a specified job role to achieve organisational goals. In
context of H&M they provide specific roles and duties for an individual so that they can
contribute for organisational goals.
P2 Elaborate strengths and weaknesses of various approaches of recruitment and selection.
Recruitment is the process of identify and attracting potential resources to fill vacant
position for an organisation. On other hand selection is an defined activity refers to select fixed
no. of candidates from ample no. of applicants.
Approaches of recruitment and selection:

Systematic recruitment and selection approach:
That approach of recruitment and selection defines about every job role should be clearly
defined in a systematic way by finding out their major roles and responsibilities in proper way.
That approach of recruitment and selection proved beneficial for managers of H&M to assemble
proper knowledge and information about various job roles with their responsibilities so that an
employee can give their best (Campbell, Coff and Kryscynski, 2012.). That approach proved
beneficial for build ethical values and interpersonal skills and capabilities that helps in deals in
critical situations.
Strength:
That approach of recruitment and selection is effective and helps in provide wide
knowledge and information regarding job roles by managing each and every activity in proper
way.
Weaknesses:
That approach adopted by every organisation but it is very time with money consuming
in nature and sometimes proved hazardous for organisation.
Personalised recruitment and selection approach:
That approach helps to managers and other higher authority to collect information and
knowledge about personal details and necessary details that helps in taking important decisions I
proper way (Kerlinger and et.al ., 2013.). It proved beneficial for managers and higher authority
of H&M to collect proper knowledge and information to select a candidate in appropriate way.
Strength:
The main strength of approach that the recruiter know each and every important
knowledge and information about a candidate that helps in taking frequent decisions before
selecting a candidate.
Weaknesses:
In that case when HR manager every detail about a candidate then sometimes they are not
able to take fair judgement and results become biased in that case (Garrick, 2012.). In context of
H&M sometimes they lack behind to select best and competitive staff members in proper way.
From the above explanation it has been summarised that organisation have to select best
approaches that suit with organisational goals and objectives in proper way.

TASK 2
P3 Benefits of practices related to human resource in context of employee and employer.
In an organisation human resource plays very major role by selecting talented and
competent staff members to achieve desirable goals and objectives. To coordinate each and every
activity in an organisation there are some important practices that are as follows:
Recruitment and selection:
Recruitment and selection is one of most important or significant to select best and
competent staff members in an organisation. It is a chain of activities to create and enhance some
positions and select best and competent staff members for that seat to achieve organisational
goals and objectives in proper way.
Benefits for employees:
It proved beneficial for employees to get opportunities at wider context in giving services
for organisational development and enhancement. It also helps in enhance knowledge of oneself
and to remain always competitive in marketplace.
Benefits for employers:
Benefits for employer that they can select best and competitive candidates from large no.
of applicants by deliver proper knowledge and information to them. Higher authority by
delivering roles and responsibilities so that they can deliver their best in context of H&M.
Training and development:
Training and development is one of most important practice for an education to give
teachings about market needs and demand in proper way (Mitchell, 2013.). In case employees
are not enough competitive to give their best as per changing demand then H&M conduct
training and development for them. They give training in areas that are potential for employees
and organisation also. So it proved beneficial for organisational growth and enhancement by
working in major areas of improvement.
Benefits for employees:
The major benefit of training and development practice that it give motivation to
employees because it give competitiveness to them and also provide career enhancement. While
employees remain motivate they able to give best in organisational development and
enhancement.
Benefits for employers:

The major benefit for employer that by giving training and development that they build
an strong relationship in employee and employer that ultimately proved beneficial for
organisational growth and enhancement in proper way.
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational profit
and productivity.
HRM department role and responsibility is to manage various functions related
employees and staff of H&M. These different HRM practices will help company to increase its
productively and profits. HRM help in achieve objective of organisation by developing such
strategies which leads to increase contribution of employees in H&M company.
Effective recruitment
Human resource department is responsible for finding and hiring right candidate for right
plant at right time. By selecting well qualified candidates with right skill set it will leads to
increase in productivity of departments of H&M an ultimately achieve high profits for
organisation (Salvendy, 2012.). Staff of H&M is most important asset of organisation for raising
profits and productive of company.
Managing employees
HRM is responsible for management employees of organisation to create and maintain
positive work environment in organisation. Peaceful and positive work environment help
employees to concentrate on their work so that they can work effectively and efficiently.
Managing employees rightly will help in increasing profits and productivity of H&M
Training and development
Employees will be able to perform better when they have right information or knowledge
about work and when they are clear about work process (Shappell and et.al ., 2017). HRM
department of H&M can provides proper training to all employees so they have correct skills
and ability to perform task. Training will help in developing employees to perform better,
effectively and timely. This will improve productive of H&M and leads to increase in
profitability.

TASK 3
P5 Importance of employee relation and its influence in decision making process.
Employees are very much important for an organisation to create relation with them to
bring effectiveness in organisational goals and objectives. Employee relation are very much
important crucial to enhance motivation of employees in positive manner.
Enhance productivity:
for an organisation an effective relations can be maintained by giving proper motivation
to both employee and employer in an environment (van Dijk and et.al ., 2013.). In context of
H&M they give value to their employees with take care every need of employees to reap
advantages in competitive work environment. So it directly and indirectly helps to enhance
productivity of employees that not only proved beneficial for organisation but also for individual.
Team work:
The another major factor to build a strong relationship in employee and employer by
building a team in which everyone has their rights and responsibilities to give their best that not
only to achieve maximum potential but also enlarge business opportunities. In case of H&M they
build a team in which everyone has their speciality in contributing towards organisational goals
and objectives.
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision making.
Employment legislation act have impact on human resource management decision
making in various ways. All decisions taken by human resource department of H&M company
should consider employment act (Wiegmann and Shappell, 2017). These act are rules or
regulation set by government for business to provide equal and basic rights to employees of
organisation.
Equality Act 2010
Equality act 2010 provide right to each and every individual to be treated equally while
working in same organisation. It is responsibility of HRM department of H&M to provide equal
rights, task, pay etc. to employees who are working in same position. HRM department should
monitor that no one is breaking this act and should take decision strict action against employees
who do not follow Equality act properly.

Leave provision act
Each and every employees have right to take leaves whenever required. According to this
law employees are eligible to take some leave in year. HRM department of H&M company
should make such policies and take decision for employees so that they can take leaves and are
eligible for some paid leaves also whenever they required.
Anti- discrimination
H&M company should follow anti-discrimination policy in hiring and selecting
employees. Anti-discrimination act prohibits discrimination between employees on the bases of
colour, race, gender, religion culture, nation etc. HRM should consider anti discrimination act
before decision-making related to selecting employees, managing and performance management
of employees in organisation (Stahl and et.al ., 2012.).
TASK 4
P7 Application of HRM practices in work related context to organisation
To coordinate each and every activity organisation uses various kinds of practices that
proved beneficial for organisation growth and enhancement that are as follows:
Job description:
Job description is an informative document that describe about scope, duties with tasks
and responsibilities related to the job that listed in the organisation. It also describe about skills
and capabilities with qualifications of an individual that apply for a particular job.
Job specification:
Job specification is an written statement that give details about qualification of an
individual, qualities, level of experience and physical, emotional and technical and
communication skills to perform the job.
JOB DESCRIPTION
Organisation Name: H&M
Designation: Human resource manager
Department: Human resource department
Roles and Responsibilities
 The main role of HR manager to select best and competitive candidate as per the

requirement of an organisation.
 Develop strategic and functional strategies to prepare for upcoming changes in
environment.
 Report programs related to milestones.
 Resolving conflicts and pay attention on compensation structure of organisation.
Required Qualification
Degree of management degree in Human resource from recognized university.
Graduation from recognized university
Experience required
More than 2 years.
Job Specification ( for the role of Human resource manager)
Academic qualification
 Masters in human resource Management and graduation in same field.
Core skills
 Communication
 Leadership
 Conflict resolution
 Team building
 Managing and coordinating team.
Experience
 Required experience of 2- 3 years.
Visual aspect
 Confident, good looking and age between in 25 -30.
Score sheet:
Interview evaluation:
Relevant educational background 4 5 5
Related work experience 3 5 4
Related work experience 3 5 4

Verbal communication skills 5 3 2
Curriculum vitae
Name: Mr XYZ
Address: 16/8, Black street, london.
e-mail id: [e-mail]
Contact No.: 259874156954
Objectives:
To be efficient in field of Human resource to deliver best efforts to get strong presence in an
organisation.
Qualification:
 MBA from ESSEC business school.
 Talent acquisition course
Experience:
 Have experience in field of talent acquisition of 3 years.
 3 years experience in handling various HR activities.
Other experience
Internship in recruitment and selection.
Information technology skills:
 Digital / Traditional marketing skills
 Cloud computing
Offer Letter
Contact no. 0854965855
Email : H&[e-mail]
Date : 25.09.2019
Subject : Offer letter for the designation of Human resource manager at H&M.

Respected Sir/Mam
We are pleased to inform you that employment at H&M offered by us. We analyse that your
capabilities and skills should be valuable assets for our organisation.
AS per the discussion, for the position of Human resource manager you get your roles and
responsibilities. The starting date will be 01.10.2019 and enclosed document and handbook
gives the outline about medical and other important information.
If you choose to accent for that letter , please sign the second copy of it and return to us.
We look forward to welcome you as an employee at H&M.
Sincerely
Yours sincerely,
John
HR Department
H&M
CONCLUSION
From the above report it has been summarised that Human resource is one of most
important asset for an organisation. There are some important functions that played crucial role
in organisational development and enhancement in proper way. To select best and competitive
staff members organisation have to prepare some important things in which job description,
specification that helps in select best and competitive staff in proper way.

REFERENCES
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