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

This report examines the Human Resource Management (HRM) practices of H&M, a global retail company. It begins by outlining the objectives and functions of HRM, including planning, organizing, staffing, directing, and controlling. The report then analyzes the strengths and weaknesses of H&M's recruitment and selection processes, exploring both internal and external recruitment methods. It assesses the benefits of HRM practices within an organization, including their impact on employee motivation, productivity, and profit. The report also evaluates the effectiveness of HRM practices in raising profit and productivity, discussing the importance of employee relations and the influence of employment legislation on HRM decision-making. Furthermore, the report provides examples of how these practices are applied within H&M, offering insights into the company's approach to managing its workforce and achieving its organizational goals. The report concludes with an evaluation of employee relations and the application of HRM practices, emphasizing their impact on organizational decision-making.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Objectives and functions of human resource management...............................................1
M1 Functions and purpose of human resource management...........................................................1
P2 strengths and weakness of recruitment and selection of employees.................................1
TASK 2............................................................................................................................................1
P3 Benefits of HRM practices within an organisation ..........................................................1
P4 Effectiveness of HRM practices to raise profit and productivity......................................2
D2 Evaluate practices of HRM and applications with specific example...............................1
P5 Importance of employee relation in influencing HRM decision making..........................1
M4 Key aspects of employees relation management and employee legislation that affect in
making decisions....................................................................................................................3
TASK3.............................................................................................................................................3
P6: Key elements of employment legislation and the impact on HRM decision making......3
P7: Applications of HRM practices in aspect to H&M:- ......................................................5
D3 Evaluate employee relations and applications of practices of HRM which impact in
making decisions of organisation...........................................................................................8
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Human resource management is managing people and resources in organization through
training, development, evaluating performance of employees, motivating and compensation. It
helps workforce to maintaining good relationship with one another and for their welfare and
safety (Armstrong and Taylor, 2014). Through this staff members can perform their work
efficiently and effectively. H&M is a retail store which offers different variety of cosmetics,
footwear for various segments including children, women and teenagers. It is operated in all
over the globe. This project is talking about purpose and functions of human resource
management, strength and weakness of different approaches of recruitment and selection,
advantages to manager and employee through staff recruitment methods, assess the
effectiveness of raising the profit and productivity of organization,relations between workers and
elements of employment legislation which have impact on human resources decisions, use of
these practices in the work and firm with examples. Firm follows these practices such as appoint
members for job, selects, trains, motivates, compensate them so that they can perform better in
the organization. Thus it can retain good employees, achieve more profits and can perform well
in the long run (Berman and et. al., 2012). Employees can work efficiently and effectively and
can achieve their goals and vision which ultimately results in achieving the company's
objectives.
TASK 1
P1 Objectives and functions of human resource management
There are different scope and functions of human resource management through which
company can recruit, select, train, motivates employees to perform better in the organization and
leads to achievement of firm's objectives. H&M company has various objectives which are
applied in its firm (Objectives and Functions of HRM, 2014). First objective is of organization
which includes human resource planning means the no of employees required in the firm, then it
make plans and policies for recruitment and receive applications from all people and selects
people who have required qualification for the job,gives them training so that they can learn
different methods and procedures of working in the company. This helps in developing
employees to perform better with their full efficiency. Second purpose is that to place the
employees at their positions,evaluate their work and performance and motivates them to perform
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better. Staff members can achieve more targets and objectives through encouragement, praise
and they can perform more efficiently and effectively. Thus members move in right direction by
receiving advices from their employer (Boxall and Purcell, 2011)Brattonand Gold2012Brewster
and Hegewisch2017. They can also give feedback and suggestions related to planning and
recruitment of people which helps managers in the selection process. Third aim is that giving
workers the compensation according to their work and performance. This helps in inducing them
in performing better. They have a feeling of competition to achieve more and better targets
which ultimately results in good work of employees. Thus organization also performs better in
the long run.
Fourth goal is the to increase the workers job satisfaction by giving them fair pay and
treatment. Through receiving of incentives, bonuses it increases the zeal, energy, enthusiasm of
staff members to perform better and results in accomplishing more targets. Thus members can
actually realize their skills and potential and they feel contended by getting wages according to
their abilities (Bratton and Gold, 2012). Company has make different plans, policies for
regulating behaviour of employees inside and outside the firm. Workers can become disciplined
and punctual in their jobs which have positive impact on their work. They interact with each
other, understand their views and opinions and thinking which helps in reducing the conflicts,
disputes in firm to increase productivity of staff members as well as for the organization. This
results in maintaining good relationship with employees and the management which helps in
achieving the goals of company.
H&M company performs different functions -
It includes five steps. First stage includes planning which means making of plans,
policies and procedures for achieving the goals of the organization. Company can make
objectives and targets of different employees so that they can know in which direction they had
to move and helps them in accomplishing their mission. Thus it helps managers also to manage
the employees and firm (Brewster and Hegewisch2017). Second step includes organizing which
means allocating different resources to various workers to complete the task. Staff members can
delegate their work and authority to various subordinates,communicate them to achieve their
goals .This helps in proper coordination in jobs which results in improving the performance of
workers as well as of the firm. Thirdly includes Staffing which means recruiting and selecting
the employees, setting benchmarks, giving them compensation, training and developing,
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evaluating performance of the staff members to work better. This helps the company to check
progress in the business activities in the job to achieve their targets.
Fourth and fifth includes directing and controlling. Leading means guiding, supervising
and motivating them to achieve their goal and targets which results in their satisfaction. It leads
to increase in energy, enthusiasm, zeal of workers to complete their tasks and for delivering
good results in minimum time which increases the productivity (Budhwarand Debrah, 2013).
Last step includes controlling which means setting standards of employees comparing actual
performance of members with standards set, and if there are any deviations, find corrective
actions to improve those variations. Managers give different ways to workers to correct their
methods so that they can work with their full efficiency. It directly leads to achievement of
organisation's objectives.
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M1 Functions and purpose of human resource management
There are various functions of human resource management that are performed by
managers of M&S in order to enhance operations of firm. It assists in satisfying needs of
employees and attaining objectives of company. Major objective of HRM functions is to enhance
productivity as well as profitability of firm. Implementation of these functions helps in
increasing motivation of employees.
P2 strengths and weakness of recruitment and selection of employees
H&M has applied various strengths and weakness in applying the recruitment and
selection process. There are various strong points of company. First is that company provides
different variety of products including shoes, accessories, clothing, cosmetics, vases, blankets,
pots, candles and others. It made products according to customer needs,preferences and taste of
consumers (Buller and McEvoy, 2012). Firm targets to various segments of population such as
children, youth, aged people etc. Thus it creates a favourable image in front of public. So thus
people are attracted towards it and purchase them. Secondly it creates various products in many
brands including Weekday, Monki. They are targeted to all segments in the country which
satisfies their all wants and needs. Firm can build a unique identity of its brand and helps in
awareness. Through it the products can become very popular among all consumers and in the
country. Thirdly firm have different stores and outlets all over the country. Approximately it has
6 retail shops in 60 countries. So it has expanded the markets all over the world which helps the
organization in developing the global presence in the world. Thus benefits company in increasing
the brand image and capturing more people. This is also very crucial in maintaining the loyalty
among many customers. Fourth strength is strong performance in terms of profits. It has earned
huge revenue over previous years. In 2015 around 19.4% growth in profits as compared to 2014.
So managers feels motivated,energetic and enthusiastic to perform better and make plans,
policies to increase the market share, to attract many people all over the world. Thus they are
confident that company can earn huge money which leads to expansion of the business and can
give competition to other organizations. Through this it can easily recruit many people and
they can create products according to their needs and wants. It has various outlets hence through
recruitment and selection of educated employees they can increase their operations and they can
easily expand their firm in many countries. It has many earned many profits thus it can use
different software so that it can recruit many people.

Company has different weaknesses which affect its performance. Firstly firm depends on
the third party supplier (Chelladuraiand Kerwin, 2017). They outsource their products through
various manufacturers and other retailers so hence they have less control on production. So due
to it firm cannot check its brand and results in poor delivery which leads to customer
dissatisfaction. It results in poor image of products and company. Secondly it takes trends of the
luxury accessories and variety of items and apply in its products. Firm do not put innovate much
new and innovative ideas on their brands and is dependent on supplier and competitors. So hence
it leads to poor performance and thus it cannot maintain a competitive edge on others. Thirdly
they follow affordable price in their products including clothing and others. This reduces the
quality of brands which result in lower sales and profits. It also leads to customer
disappointment and unhappiness which ultimately gives negative impact on the brand and
company. Thus reduces the market share of the firm. Thirdly it do not make proper use of online
websites, mails and other channels. Firm cannot sell many products through internet so thus all
customers cannot have knowledge of the brand. Thus it cannot make a good, favourable and
diversified presence in front of all customers. Consumers do not purchase it and leads to bad
reputation of firm (Choi, 2011). Fourthly it produces extra quantity of items which leads to
overstocking of goods. It results in wastage of resources of firm. This leads to increasing cost of
warehouses and of transportation which reduces the profits, sales and market share. Thus it has
weak financial performance as compared to other competitor companies and continuously it has
lower revenue in a particular financial year.
M2 Strengths and weaknesses of recruitment and selection approach
Marks & Spencer use various kinds of approaches to recruit employees within
organisation. Each approach has its own strengths and weaknesses.
Internal recruitment: Main advantage of this approach is that it save time and cost of firm
as all the employees are hire internally. Disadvantage of this approach is that it restricts entry of
new talent in firm.
External recruitment: By this process, innovation and creativity is promoted within firm
but it consumes high cost and time.
D1 Advantages and disadvantages of recruitment approaches
Their are having numerous sorts of qualities and shortcoming of enlistment and choice
process which influence the execution of organizations. For instance in this procedure chiefs of
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HR employ their relatives without having aptitudes and learning which will impact the execution
of firm that is the reason they need to broke down their capacities and abilities for the welfare of
organization.
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TASK 2
P3 Benefits of HRM practices within an organisation
Human resource management is a systematic approach used in any organisation to deal
with employee. Human resource department deals with this department and these days there is
special important to this section as employee plays vital role in achieving organisation goal.
Company has to also think about them as how can they motivated so that they work with more
diligence. Human resource department has to think about recruitment, selection, training,
induction, etc. so that employee get good impression about company and he/ she feels confident
while dealing with organisation (Clarkand et. al., 2016). Compensation and staffing of person is
most duty of HR department. Company should focus on employing best person as desired and
accurate position.
Training of employee is in great need these days. There are many training institution
private as well as public to provide assistance to companies. Training and development is
beneficial for employee as well as employer. If company or employer provides training to their
employee then there improve in quality of their product and services. This reduces the
production time and increase quality of services. While as employee's point there is more
confidence in their working. They feel secure that company is aware for personal development
of individual.
Benefits of HRM to employer Good working environment in organisation: In any organisation it is very important to
maintain good working environment. In H&M organisation human resource department
plans different policies so that organisation decorum can be maintained. Ethical behaviour: It is duty of HR staff to provide rules and regulations to be followed
by staff of company. There is provision of punishment and fine in case of unethical
behaviour. Hence, H&M company emphasis on HR policies.
 Less chances of conflicts:There are many employee in any company having different
cultures and values (Daley, 2012). Hence they are chances of conflict of interest among
employees. In H&M company human resource department frame such policies which
reduces the chances of conflict in company and staff work with harmony.
Benefits of HRM to employee
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 Problem resolution: From employee point of view HR policies are equally important as
per employer. There are many issues arise in organisation related to employee personal
and professional life. Human resource department is important to resolve them so that
employee does not get affect his job life due to any issue. Enhancement of performance: Performance of employye are regularly checked by
employer (Fultonand et. al., 2011). In any organisation it responsibility of HR
department to evaluate perform. Measure are taken by company to improve them. In case
of good performance there is provision of reward. This increases the feeling of
confidence among employee and they try to give best out of their capability.
 Set manner of working style: HR provides similarity in the act of employees. This
provides least chance of discrimination among staff, hence they feel motivated while
working.
From the above came to know about importance of HR personnel in regular dealing of company.
They are equally important for company as well as its staff. H&M organisation emphasis on best
recruitment and selection, induction of new person, its training. HRM not only deal for new
recruitment but it also work for existing employees,their growth and satisfaction.
M3 Methods used in human resource management practices
Different practices which are utilized to execute for meeting hierarchical targets and
objectives. They offer preparing to their workers like as at work preparing and innovation based.
They will sort out an advancement program for inspiring their laborers and change in their
execution inside an association.
P4 Effectiveness of HRM practices to raise profit and productivity
Role of HR department is important in generating profit. There efforts provide increases
the goodwill of employee in industry. As human resource section works and deal with human
resource in any company i.e. employee, they are people which make company's goal and
objective achievable (Glick, Stein and Edelson, 2011). Policies framed by HR department are
known as HRM practices. Hence HR department is responsible for overall growth, profitability
and productivity of organisation.
HR policies are very beneficial for company performance. There are various policies
made which keep employee satisfied so that they can work effectively which will affect
production and sales in positive way.
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 Motivate employee: Human resource department help in motivating employees. In H&M
company HR deals with worker to give their best. They provide provision of reward as
per performance. This gives chance to employee to work with high diligence. Motivated
employees working in company will increase production of their goods and services. New and effective ways of working: HR plan training to employee as per need of
employee (Guest, 2011). Different training methods are adopted by company to train
employees. Training help in applying good and effective ways while they are working.
This provides up to date knowledge about current scenario.
 Team building and leadership skill: In H&M team work is most important. There are
many benefits of working in team to organisation as well as employee. According to …...
HR department plays important role in generating profit. There efforts provide increases
the goodwill of employee in industry. As human resource section works and deal with
human resource in any company i.e. employee, they are people which make company's
goal and objective achievable . Policies framed by HR department are known as HRM
practices. Hence HR department is responsible for overall growth, profitability and
productivity of organisation. HR policies are very beneficial for company performance. There are various
policies made which keep employee satisfied so that they can work effectively which will
affect production and sales in positive way. Motivate employee: Human resource department help in motivating employees. In H&M
company HR deals with worker to give their best. They provide provision of reward as
per performance. This gives chance to employee to work with high diligence. Motivated
employees working in company will increase production of their goods and services. New and effective ways of working: HR plan training to employee as per need of
employee. Different training methods are adopted by company to train employees.
Training help in applying good and effective ways while they are working. This provides
up to date knowledge about current scenario, quality and motivation to person (Jiang and
et. al., 2012) . This ultimately enhance leadership quality in person. This affects the
profitability of organisation in positive sense. Improve quality and reduction in production time: HR department of H&M
organisation take care of their employees training and development. Human resource
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department has to take care of training method. It will help in improving quality of
product and services and reducing time of production. This will help to increase their
profit and demand.
 Helpful in customer satisfaction: Beneficial act for employees done by organisation will
help in their company growth (Kehoe and Wright, 2013). Activities adopted by
organisation to train them will give a glimpse to workers that company will think about
them. They will also try to work with full energy, this will provide customer satisfaction.
Sometimes HR department also frame or modify policies to provide satisfaction to staff
so that is profitability for company.
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D2 Evaluate practices of HRM and applications with specific example
There are various practices of HRM like sessions of training and development for the employees
in bringing improvisation within knowledge and skills. This in turn will provide help in optimum
utilisation of resources in better way. Example can be taken up of without conducting the
programmes on the job training for resources utilisation.
P5 Importance of employee relation in influencing HRM decision making
H&M(Multinational Retail organisation)
Newsletter
Principal's Message
Inside this issue:
 Internal external that affect HR management decision making.
 Importance of Employee relations.
 Employee rules and legislations.
Respected Sir,
This newsletter contain all the information related to internal and external environment which
includes all the government regulation,Competitors position in market, geographical
factors,technological advancement, compensation policy and growth prospect of H&M that
affect HRM decision making. Further it gives the detailed regarding importance of employee in
organisation performance which is related to motivation, rewards recognition and incentive
element which impact on HR decision and company objectives. Lastly, it give all the employee
legislation which gives protection against any discrimination by employer. Various Act like
equal pay, anti discrimination, medical facility in respect of disability but there are some
negative consequences discuss in task of project which create problem in HR policy making.
Sincerely,
XYZ
Employee is most essential component in any company. HR department deals wth
grievance of personnel. They frame policies to uplift them and make them comfortable with
dealing of organisation (Lengnick-HallBeck and Lengnick-Hall, 2011). Hence they provide
chance to workers to give their views in working of company. This gives positive impact on
employee and they will work to achieve objectives of organisation. Employee relation mean
terms between employer and employee. Sometimes there is change in company's policies to keep

employee relation good among themselves and with superiors. There are many external and
internal factors that affects company decision making strategy.
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External factors Government interference: Any organisation runs in society. Government keeps eyes on
working of company so that there is no fraud with employee as well as customer
(Ployhart and Moliterno, 2011). HR department has to keep their policies as per rules and
policies framed by government. Employee get affected with the change in government
policies hence HR department has to modify there policies to keep employee satisfy.
Companies have to Competition:Competition is important for any organisation. To compete in industry
H&M organisation provide up to date technique, which influence employees also.
Competition acts employee as well. Company has to frame their policy as per need of
society and make them acceptable for worker as well.
 Geographical factors: This factors acts a lot to company. In H&M there are personnel
from different backgrounds. Company has to plan their policies after keeping in mind all
the aspects related to vulture and religion of workers. If there are conflicts in organisation
then it will affect relation between top level management and its employees.
Internal factors Use of technology: Technology used in H&M organisation also affects policies frames
by human resource department. Upgraded technology will help in boosting performance
of employee. There are changes in policies as per industry trend , this will give feel of
confidence to employee as well. If employees relations are good then they can easily
adopt the latest technology through their communication and knowledge. Through this
HR manager can easily take recruitment and selection decision. Growth prospects:Every employee work to get hype in their career. Human resource
department has to work to provide timely assistance of growth. This will provide energy
to work with more perfection. If employees are working together then they can easily
communicate with each other and can perform better. It leads to their growth and
development. Compensation: Compensation means salary. This is essential element for which
everyone work (Renwick, Redman and Maguire, 2013). There are sometimes chances
that company has change its policy to make employee engage with their brand. This
reduces the employee turnover and there are saves cost of employee training. If good
3

compensation is received then also there are good relations between employees and hence
Hr can take decision related to training and recruitment very easily.
 Demographical difference:Demographical means change in age factor. In organisation,
there are many people working of different age. This also affects HR policy so that there
is no conflict among employees and their interest. In H&M company there is special
place for every employee. Due to this all employees are happy and it improve relations
among all employees as they can properly interact with other. Hbnce HR Cn easily take
decisions.
M4 Key aspects of employees relation management and employee legislation that affect in
making decisions
Relations between labourers help administration to take a legitimate basic leadership for
the organizations benefits. It will likewise help in finding and wiping out question which occur
inside their labourers alongside that they need to propel them. Some business enactment like as
well-being and fairness need to take after by association which help at that point in picking up a
solid domain.
TASK3
P6: Key elements of employment legislation and the impact on HRM decision making
Introduction:
Hennes & Mauritz (H&M) is a US based retail company having 100 billion turnover,
engaged in designing and retailing of fashion apparels . The company involve in a business of
providing wide range of footwear, clothing for men, Women and children. Company has large
staff of around 53,430 on full time basis (Sanders and Frenkel, 2011). This company has a brand
reputation because of distinct superior quality and large employees base and succeed in
satisfying their customers. H&M states that “taking responsibility for how our operations work
according to changing environment is the success mantra for their profitability and growth. But
human practises involves various rights and regulation that confer employee rights and impose
responsibility on employers that impact on HRM decision making both in internal and external
environment that set by HR department:-
Equal employment opportunity Act:-
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This act gives protection against any discrimination related to race, sex and age by several
areas of employment law. Further company is restricted not partial in respect of wages,
promotion, transfer and incentives because non compliance of this laws leads penalty and affect
company position. In case of H&M big retail brand just because of such strict laws company HR
department does not take genuine decision in respect to promotion, demotion and rewards related
decision specially at the time of hiring suitable candidate at right place right time. This impact on
skill person who lost the chance of career advancement. All such factors directly impact on the
HR policy decisions. Through this company cannot make differences in recruitment and
selection processes and selects people belonging to various castes. They can also p0rovietraing to
all employees.
Equal pay Act, 1963:-
This act states that equal pay must be given to all employees without any discrimination. It
considered illegal if company pay different wages based on gender for employees of the same
position and responsibility level (Wright and McMahan, 2011). Sometime such strict laws make
it difficult for big organisation like H&M specially HR team at the time of preparing policy
related to remuneration that how they such balance plan that give equal pay to all worker of same
level without affecting their talent, skills and contribution in achieving objectives. Company can
pay equal salary to all employees and do not make any discrimination among staff members.
Anti Discrimination:-
Title VII of the civil right Act of 1964 prohibits discrimination against employees on the basis
of caste, color, religion or national origin (Bloom and Van Reenen, 2011). This law apply to all
organisation who employees 15 or more employees on payroll, everyday for at least 20 weeks
during the current or prior calendar year. H&M is a big retail organisation having more than 15
employees base so employer cannot refuse to hire an employees or dismiss him or her from
employment for one or more reasons. HR find difficulty in taking decisions related to hiring or
firing of employees aged 40 and older because of The Age Discrimination in Employment Act.
Non compliances in laws leads heavy penalty. Company do not make any discrimination on
basis of religion and castes and treats all members equally. Thus they have to recruit all
employees and do niot make any discrimination.
Medical and Disability:-
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Various federal laws guides employer that how they treat or behave with their employees at
the time of disability or any accident occur during working hours. The Americans with
Disabilities Act prohibits an employer from discriminating against employees on the basis of a
disability or perceived disability. H&M has to consider all the factors at the time of disability or
unhappening occur during job(Hendry, 2012). The Health Insurance Portability and
Accountability Act protect employee's privacy regarding medical information and this create
problem internally for HR in decision making what information they should or should not make
regarding employee medical situation. Company recruits disabled persons also. Hence HR can
make decisions related to recruiting disabled people and gives them equal treatment it gives to all
employees.
P7: Applications of HRM practices in aspect to H&M:-
Design of job specification:-
Job specification is a way in which details about the candidate's educational qualifications,
experience, skills and capabilities and quality covered
JOB SPECIFICATION
Organisation: Hennes & Mauritz
Job Title : HR Assistant
Qualification- MBA or PGDM (Human resource, Marketing)
Essential Criteria:
 Good Knowledge about tools and technique of Retail industry.
 Efficient marketing knowledge about company products.
 Conducting various functions in effective manner.
 Should be able to interact with customers effectively.
Desirable criteria:
 Effective communication skills
 Marketing experience of 1 year
CURICULAM VITAE
Curriculum Vitae
Name: Ross Lawrence
Address: 10th Street, US
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Phone No: 6564417568
Profile summary:
An MBA in Human resource and marketing with 1 year experience. I want to work in
such organisation where I can enhance my skill and knowledge in effective manner. I am having
good knowledge about HR policies and practises and marketing theory as well.
Specialisation:
 Recruitment
 Training and development through simulation
 Marketing and Retail management Making plans and policies
Educational Qualification:-
 Bachelor in Commerce. (B.COM) MBA in HR and Marketing
Declaration:
I hereby declare that all the information provided is true and is best of my knowledge.
Date: 23th January
Place:
Documents required at the time of Interview for candidate selection:
Following documents are required at the time of Interview:
 Resume of Candidate
 A notepad and a pen
 Candidate work portfolio if job is creative Client testimonials
Evaluation of the process and the rationale for conducting appropriate HR practices:-
The whole process give the brief discussion regarding whole recruitment process which is
consider by HR at the making policy for organisation rationally.
Application of HRM practises:
Technology is not only only things that whole organisation look for. In fact it is very important
for company to connected with all the changes of internal or external environment. For H&M,
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HR team impact by the whole recruitment process in which they have to select individual who is
suitable for vacant job.
Social Media Recruitment:-
Their is a define process of recruitment which is follow in every organisation. But this
process is wide, time consuming and expensive also. So in order to save the time H&M adopt
some modern techniques of recruitment in which employer and employee doesn't have face to
face conversion but it is done through few media tactics. Such include video conferring through
Skype in which are conducted and some written test is done online only. The main objective of
using this media is to free HR team from wide interview process so they concentrate on internal
HR policy that lead to good working environment.
Tracking System of the applicant:-
H&M is a large multinational retail group where end of employees recruited every year so
tracking system is one of the medium that help technically in selecting candidates. Organisation
find it one of the advantageous system for making rigorous scanning of candidates which easily
sell large range of products by influencing customers. Whereas job seekers might come one of
the negative situation as individuals resumes never considered here. The best way of using it
with some trained eyes so they look to those resume which are not taking into account through
this system. For example company using applicant tracking system used for job applications.
Mobile recruiting:-
Today all the company uses mobile as a medium of recruitment and find it most effective way
of getting suitable candidate at one click on the basis of their profile. In good resume the career
page is needed to be optimized in its best ways. This help in allowing the candidates in getting
positive response from organization. H&M using mobile recruitment which save time, efforts
and increase productivity of retail outlet. For example, Instajob is a perfect tool to give
candidates an insight into what it's like to work for certain company.
M5 Applications of specific practices of HRM
Each organization need to apply practices of HRM like as executing preparing and
improvement of projects which help in upgrade proficiency and aptitudes of laborers. They can
make quality items and help in influencing a brand to picture among representatives.
Accomplishing of faithful shoppers will help in accomplishing destinations and objectives of an
association.
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D3 Evaluate employee relations and applications of practices of HRM which impact in making
decisions of organisation
It is highly essential for a company to maintain health relations which in turn will help in
collecting data regarding issues which can make impact on level of performance. Platform needs
to be created for employees in order to get the opinion of workers, views, issues, actions and thus
making the decisions according to the objectives and goals.
CONCLUSION
Organization make objectives and goals for their employees and departments. They
recruits, selects, trains, motivates and develop staff members. Thus help in increasing the
enthusiasm, energy and zeal to perform efficiently, effectively, they can achieve their targets and
goals. It has lot of strength and weaknesses. Through following various human resource practices
it gives benefit to both employer and employee which increases the profit and productivity.
Relations among all members and legislations are very crucial in influencing decision making in
the firm. These applications are applied in various areas which increases the efficiency and
effectiveness of manager and members.
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REFERENCES
Books and journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Berman, E. M. and et. al., 2012. Human resource management in public service: Paradoxes,
processes, and problems. Sage.
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Objectives and Functions of HRM. 2014. [Online]. Available Through:
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