Human Resource Management Report: H&M Company Analysis

This report provides an overview of Human Resource Management (HRM) practices within Hennes & Mauritz (H&M). It analyzes the purpose and scope of HRM in resourcing the organization with talent and skills to meet business objectives. The report evaluates the effectiveness of key HRM elements, including recruitment, selection, training, development, job design, and performance/reward management. It explores H&M's profitability through HRM strategies and includes a job specification for an HR Assistant. The report highlights the importance of employee motivation, workplace environment, and the alignment of HRM practices with H&M's business goals. Additionally, it touches upon the impact of internal factors like workplace diversity and external factors like competition on decision-making within the company.

Running Head: Human Resource Management
Human Resource Management

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Contents
Introduction.................................................................................................................................................2
Task 1: Explain the purpose and scope of Human Resource Management in terms of resourcing an
organisation with talent and skills appropriate to fulfil business objectives...............................................2
Task 2: Evaluate the effectiveness of the key elements of Human Resource Management in an
organisation.................................................................................................................................................4
Introduction.............................................................................................................................................4
Recruitment and selection and training and development in H&M....................................................4
Job and workplace design of H&M......................................................................................................5
Performance and reward management of H&M.................................................................................5
H&M profitability through HRM..........................................................................................................5
Conclusion...............................................................................................................................................6
Task 4..........................................................................................................................................................6
Conclusion...................................................................................................................................................9
References.................................................................................................................................................10

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Introduction
Human resource management (HRM) is an important task in every organization which is
fulfilled by their human resource manager. The manager needs to perform many functions like
staffing, training, employee development etc. In consideration to the H&M organization, it shall
be analysed that the organization is successfully running their business in the target market. The
human resource activities are helping the management in satisfying both employees and
customers as well (Slavich, Cappetta, and Giangreco 2014).
HRM is one of the organizational structures that is needed to drive the organizational mission
and vision. The M’s of management help an organization to achieve their defined vision and
mission. Material is the factor which shall be place even before man, as it helps the products and
services to become potentially strong and compete in the target market. Money is the most
motivating factor to the man which helps an organization to proceed in long run. Lastly
manpower is the most important M which helps an organization to increase its efficiency and
effectiveness with time. This M uses all other M’s to produce output in company.
Being the human resource manager of H&M in this assignment, the task has provided a brief
overview about the human resource management functions initiated in the H&M organization. It
also discusses about the strengths and weakness of the organization with regards to the
management of the organization. The report also includes the recruitment and selection process
of the organization and performance management.
Hennes & Mauritz (H&M) is a 100 billion SEK company which is involved in retailing of
apparel. The country is based in Europe, North America, Asia and different parts of the world.
The vision of the company is create sustainability in fashion industry and the company has
achieved it by successfully providing product according to demand at reasonable prices to the
customers.

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Task 1: Explain the purpose and scope of Human Resource Management
in terms of resourcing an organisation with talent and skills appropriate
to fulfil business objectives
As it is known that employees are the biggest asset of the organization, thus good, skilled and
competent employees helps the organization in improving their old techniques and achieving
target by applying innovative technology in the organization.
Support to organization is one of the functions of HRM which states that all function of the
internal process of the organization helps them in achieving the defined objective. Similarly the
human resource managerial activities help and assist the management of the organization to
effectively and efficiently achieve the defined targets. Further it is the duty of the human
resource manager of H&M to maintain good workplace environment for the employees and
initiate effective communication as well. This process will help the organization to motivate the
employees to increase their caliber and achieve the organizational objective (Cao, Berkeley, and
Finlay 2014).
Another function of HRM is contribution in the high performance development in the
organisation. High performance development of the employees can only be done if the
employees are willing to work for the benefits of the organization. This function gives a win-win
situation to both employees and the company H&M. As if the skills of the employees are
improved then it will help to create a different identity and also it will help the organization to
effectively achieve their objectives as well. Also the HR managers motivate and counsel the
employees in the right direction as well.
The human resource manager helps the company H&M to recruit quality human resource which
will help them to achieve the objectives of the organization defined. The manager of the
company aims to employ the people who matches the job description created by the
organization; also it helps the organization in identifying skilled people which will help the
company to achieve competence in the target market (Marler, Cronemberger, and Tao 2017). As
it is known that employees are the biggest asset of the organization, thus good, skilled and
competent employees helps the organization in improving their old techniques and achieving
target by applying innovative technology in the organization.

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Training and development is a prominent function of the human resource management process in
H&M, as with the help of this process all the employees get to know about the organizational
culture their job which they have to do. Thus the training and development process in H&M help
the employees to attain knowledge about their job, company and the culture. This training is
given by the human resource manager of the organization. He helps the employees to open up to
the culture of the organization and train them so that they can understand and get involved in the
activities happening in organization. Also training and development helps the existing employees
to develop their skills to achieve higher targets. The managers of the company train them on the
basis of culture and environment which makes it easy for employees to deal with and create sales
as well.
Lastly, every organization defines their code of ethics which is mandatory to follow by the entire
workforce. The human resource manager of H&M gives information about such ethics to the
employees, he tells them about the dos and don’ts in the organization with the help of which
employees can easily comply with the code of conduct (Howard, Turban, and Hurley 2016).
Like all other organizations H&M also have some problems in their human resource
management system. The organization uses the internal and external recruitment and selection
process. Internal selection is the first priority of the organization as it motivates the existing
employees and reduces cost of recruitment as well.
The quick and active process management helps the employees to complete the task without any
hinderance (Armstrong 2014). Also internal recruitment motivates the employees and boost up
their morale as they get to know that their hard work can also be rewarded. Whereas the
weaknesses are lack of new energies in the organization, limitation in potential number of
candidates, creates resentment between employees (Ivanova 2015).

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Task 2: Evaluate the effectiveness of the key elements of Human
Resource Management in an organisation
The purpose of this report is to provide a brief overview regarding the Human resource
management practices in H&M and its effectiveness on the company. The report discusses the
positive growth in the company with the use of efficient human resource process.
Recruitment and selection and training and development in H&M
The HR strategies of H&M are closely linked with the strategy formation of the organization
which continually helped the company in achieving growth and profitability strategy defined.
Every year the company opens its stores in one country or another due to which the organization
requires employees on a regular basis to place them at new stores. Around 6000-7000 new
employees were employed in 2017 by the company to manage the 475 stores of the company,
further the organization initiates their planning and recruitment process accordingly so that their
motive of expansion succeeds (Ho 2014). The company recruits people with strong personality
traits and inherited culture within them. The recruitment and selection process of H&M helped
the organization to distinguish them from the competition as the employees of the company are
efficient enough to create distinction in the market. Also the organization engaged them in
recruiting the local staff to which they gained the cultural appreciation and made profits from
their business activities (Varnali 2015).
The performance goal of the company is to recruit people who understand the image of the
company initiate their activities accordingly. They aim to recruit people are culturally and
morally more adaptable towards changes. The company identifies gaps in their process through
performance appraisal method. This tools helps them too understand the issues with employees
ad resources required to train them as well.
Job and workplace design of H&M
Job and workplace design are some of the basic feature involved in every job. Such feature
depends upon the type of the job and the organization in which they are prevailing. It shall be
noted that the organization is developing flexibility in the culture due to which proper
communication and satisfaction of requirements are implemented in the workplace (Rees, and

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Smith 2017). The employees in the company are being motivated and counseled on a regular
basis due to which they focus on achievement of the objective for the betterment of the company.
Thus, functions in the organization are initiated smoothly without any hindrance (Regnér, and
Yildiz 2014.).
Performance and reward management of H&M
The company adopted strategic means to keep the employees concentrated in the activities of the
business. This resulted in positive growth of the company because the fact is known to all that
better the performance and reward management system, more the employees will get motivated
and show dedication for the organization by working efficiently. The company also belies in
moving forward together due to which they adopted the system of regarding the employees
according to their skills and capabilities presented in the workplace in the previous year. The
performance is being measure yearly and the employees are rewarded by both monetary and non-
monetary incentives (Andersson, et. al., 2011).
H&M profitability through HRM
The human resource process of any organization plays an identified role in contributing to the
growth and profitability of the organization. Thus, it shall be known that strong HRM practices
in the organization will result in higher profitability margin for the organization. The IHRM,
SHRM (Strategic Human Resource management), and HRM (Human Resource Management)
practices initiate helped the company to grow and earn brand image with time (Christina, et. al.,
2017). In the current era the main objective of H&M Company place themselves in many more
countries and diversify their business (expansion); the SHRM model currently used in the

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organization aptly helped them to fulfill their targets and earn profits (Pioch, and Gerhard 2014).
As these practices showed that the company aims in recruiting the local human resource that will
understand the demand of the customers and provide them products accordingly. This process
helped the company to share an emotional bond with the customer and increase sales rapidly
(Mone, and London 2014).
Further employee satisfaction of any company leads to customer satisfaction and customer
satisfaction leads to profitability of the company in the target market. Thus, emotional, cultural,
monetary etc. needs of the employees were identified and rewarded them accordingly. Resulting
to which, the HRM practices rewarded he employees according their performance and needs as
well, due to which their satisfaction level increased (Knowles, Holton III, and Swanson 2014).
The internal factors affecting the decision making process of H&M is the workplace diversity.
As there is difference in thinking, attitude and culture of people which make the management
think about the employees before initiating ay decision. Apart from that the external factor is the
competition present in the industry which makes it difficult for the company to survive and
sustain their activities. The company need to initiate their decision making process on the basis
of competitors activities which they implement in the market (Dumont, Shen, and Deng 2017).

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Task 4
1. Job Specification of HR Assistant
Job Title HR Assistant
Role of employee The role of the HR assistant in the organization is to
help the organization in achieving their objectives in the
target market.
Responsibilities in organization  Guide the employees towards betterment of
organization and motivate them.
 communicate the top level decisions with all the
employees of organization
 Implement good HRM practices.
Objective The objective of the HR assistant is to assist the HR
manager in initiating the human resource activities.
Qualification MBA in HRM or diploma in business management
Required Skills  Effective communication skills
 adequate concept knowledge
 knowledge of soft skills
 fluent in English
(Aswathappa 2013)

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2. CV
XYZ
6722 South 22nd Street ~ Terre Haute, 47804
Home Phone (xxx) xxx-xxxx ~ Email [e-mail]
O B J E C T I V E HR Assistant
A position as an active employee, involving responsibility and working with others as a
team member to achieve advancement and growth for the company.
Q U A L I F I C A T I O N S
 ABC Business School, 2013
ISU Terre Haute
 IVY Tech, Terre Haute--Special courses and language training
Computer Proficient: Power Point, Windows XP, Word, Excel, ect.
 Experience of more than two years in HR background (2014-
2016).
 Thorough at maintaining the principles and procedures of public
human resources administration.
 Was trained by many multinational corporates.
 Maintain honesty and confidentiality.
W O R K H I S T O R Y
2014-Present: Ameritech Corporation, Indianapolis, IN.
Position: Human Resources Assistant
 Performing all level of responsibilities like recruitment & selection
 calling candidates and conducting interview
 managing workplace activities
2015:
Position: Human Resources Assistant
 Performing entry level responsibilities like, extraction of qualified
candidate’s data.
 Interacting with consultancies etc.
2016:
Position: Human Resources Assistant
 Performing entry level responsibilities like, maintaining good
workplace environment.
 holding business meeting etc.

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3. Interview Question:
 Describe the functions and responsibilities of a HR assistant?
 When did you find yourself interested in this job and HR field?
 What are the most significant activities which shall be play by an HRA in the
organization?
4. Interview Notes: The interview happened on 22nd November, 2017 in H&M Company for
the job post of HR Assistant helped the company to acquire the qualified candidate to fill
the post in the company. Many prospective candidates gave their name for the designation,
but on a few were actually qualified enough to apply for the job. The recruitment and
selection process was organized in three levels.
The initial level was a written aptitude test, which was held to analyze that whether the
candidate holds adequate knowledge about the job and the human resource activities.
After the candidates successfully pas this test, prescreening test was taken under which the
teams of Human Resources department questioned the candidates about the knowledge
about the company, job description and specification etc.
After the prescreening test, the candidates who successfully passed the test were sent for
the screening test which was by the selection panel appointed by the board. Selection
panel included a team of three members under which one was the human resource
department head, second was the head branch manager, and third was the customer
relation expert of the company. The team of these three members evaluated the candidates
and few of them to hire in the H&M Company.
5. Evaluation and application of HR practices in organization: The candidates of the
company which were highly efficient for the job and matched the person description were
given first priority (Hashim, Ismail, and Hassan 2016). This activity of the company
showed that they successfully maintain employee relations in the company and always aim
to provide maximum profits to the existing employees of the company.
Furthermore talking another example of implication of HRM practices in the organization,
it shall be noted that the HR manager of the company adequately circulated the details
about job specification and person description for the HR Assistant in the market (Shields,
et. al., 2015). This helped the people to gain knowledge about the post hired and the
company’s expectation as well (Austin 2013).