HRM Report: Functions, Practices, Effectiveness for John Lewis

This report examines Human Resource Management (HRM) practices within John Lewis, a UK retailer. It covers the functions and purposes of HRM, including recruitment and selection, training and development, and maintaining employee relations. The report analyzes the strengths and weaknesses of different recruitment approaches, both internal and external, and the advantages of various HRM practices such as learning and development, reward management, and flexible working options. Furthermore, the report explores the effectiveness of HRM practices in increasing organizational profit and development, emphasizing the importance of employee relations and the impact of employment legislation. The document provides a comprehensive overview of HRM principles and their application in a real-world business context, using John Lewis as a case study. The report also discusses soft and hard skills and the importance of maintaining a healthy work environment.

Human Resource
Management
Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1

P1 Functions and purpose of HRM........................................................................................1
P2 Strengths and weaknesses of recruitment approaches and selection.................................3
TASK 2............................................................................................................................................4
P3 Advantages of various HRM practices in an organisation................................................4
TASK 3............................................................................................................................................6
P4: Effectiveness of various HRM practices in context of increasing organisational profit and
development...........................................................................................................................6
TASK 3............................................................................................................................................6
P5: Importance of employee relations in order to influencing HRM decision-making.........6
P6: Employment legislation and its impact on organisation..................................................7
TASK 4............................................................................................................................................8
P7: Application of HRM practices at the workplace..............................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human Resource Management (HRM) is wholly responsible to think for the benefits of
workforce employed in an organisation which directly brings positive outcome to company.
Human resources are the main asset of company on which the success depends. Thus, their main
focus is to increase the skills and capabilities of employees so that they can contribute more
efforts in achieving desired goals and objectives. The main purpose of preparing this report is to
provide the impacts of HRM on the performance of employees. John Lewis, a UK retailer
company which deals in providing Haberdashery and household products worldwide is selected
for the purpose of preparing this report. It was first opened in 1864 and now, the company has
attained over 38100 employees who are working in organisation (Koontz, 2010). The project
covers the functions and purposes of human resource practices in context to given organisation.
There are different methods of recruitment which have their own strengths and weaknesses that
are also discussed under this report. Various HRM practices which provide benefits to both
employer and employee plus different legislations implemented by government are also covered
in this report.
TASK 1
P1 Functions and purpose of HRM
Without the efforts and contribution of employees, an organisation even doesn’t think to
achieve its desired goals and objectives within limited time period. Therefore, to manage and
motivate their workforce, the company has formed HRM whose main responsibilities are to
enhance their skills and knowledge which help them in performing allotted task in an effective
and efficient manner. There are various HRM practices which are used by the firms in order to
manage and control all activities related with employees. The main purpose of using this
approach is to recruit right candidate for the right job at the right time. It helps in providing all
roles and responsibilities that need to be performed by recruited and selected candidate. Thus,
HRM practices ensure recruitment process will be taken effectively so as to select right and
qualified candidates for their company (Goetsch and Davis, 2014).
Functions and Purposes of HRM in John Lewis are described as below:
Recruitment and selection: It is an important function of HRM which need to performed
carefully otherwise, it will bring negative outcome to company. Recruitment is the process of
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inviting public and choosing right candidate among various options on the basis of their
qualification and skills so that the company can get maximum support from them in achieving
organisational goals. After completing all recruitment process, the next and final step is to select
suitable candidate for the vacant position who fulfils all requirement needed by company. Thus,
recruitment and selection is done by HRM with a motive of appointing the right candidate for the
right job position at the right time.
Training and development: It is also important function that needs to be performed by
HRM in order to enhance skills and abilities of employees. Training and development programs
shall be conducted after identifying the needs of employees so that they can understand new
methods and techniques used to perform business activities (Dalkir, 2017).
Orientation: Such programmes also need to be conducted for new employees which help
them in adjusting in working environment through interacting with other employees. The
programmes are organised by managers of John Lewis with a motive of providing the ways
through which the employees can achieve growth and success in their professional career.
Maintaining healthy relation with employees: While working in an organisation, it is
essentially required for managers to get support from employees in order to achieve desired
targets. Thus, maintaining good relation with workers must be essential for manager if they want
to achieve growth and success of an organisation. This can be possible through implementing
incentive programs and eradicating favouritism at workplace.
Provide and maintain healthy work environment: It is important for HRM to create a
good environment at workplace which brings interest and increases motivation to perform
allotted task in an effective and efficient manner.
Soft and Hard models of HRM:
Hard skills: It refers to the skills and capabilities that an individual can possess and
demonstrate in a measured way. Such skills are mostly required by company thus the person
having good and expertise in doing specific can easily get job in an organisation (Rummler and
Brache, 2012).
Soft skills: Such skills can easily acquired by an individual while working in an
environment. Such skills are related with communication skills, social skills, character traits etc.
Such skills can available in most of the people thus can easily identified by company while
making an interaction with others.
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All such functions must be performed by HRM which brings beneficial result to company and
help them in gaining competitive advantage in market as well (Jones and Sallis, 2013).
P2 Strengths and weaknesses of recruitment approaches and selection
Recruiting right candidates at right time for the right job brings beneficial result to
company and their position in market. The efforts and contribution of employees can decide
whether an organisation can achieve its desired objectives within pre-determined period of time
or not. Thus, in the recruitment, there are various factors which are included as follows:
Job analysis: It is the process of identifying the need of company to offer vacant job
position. This can be done through collecting information about an existing job and the activities
that need to be performed by an individual.
Job descriptions: It refers to the process of providing the roles and responsibilities
associated with vacant job that an individual need to perform after selection.
Personal specifications: It is the process of providing skills and qualification required in
an individual to apply for the vacant job position (Mills and Smith, 2011).
Internal sources of recruitment:
In this approach, the manager of company focuses on promoting their existing employees
to higher position which brings self-confidence and motivation among them. As existing
employees knows the working environment very well; thus, they can easily adjust without facing
any difficulties. There are three sources of internal recruitment which are as follows:
Promotion: It means increases the level of employees in an organisation through
promoting them to higher position. In this, the power and responsibilities of employees are
increased and their salary as well.
Transfer: In this, an employee can be moves or transferred from on department to
another or one position to another.
Employee referrals: In this, the existing employees helping their family members to get
job in an organisation through providing them references.
Strengths: Recruiting among existing employees will be bring beneficial result to
company as they are much aware of working environment thus need not to conduct them
orientation programmes which saves cost and time of company. The manager need not to invite
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public and select among existing ones; thus no need to public advertisement which also saves
expenses of company.
Weaknesses: Through recruiting among existing employees, the company cannot get
innovation and new ideas in their business structure due to which they may failed to compete
with their rivals. Promoting existing employees to higher position will bring demotivation among
those employees who are ignored (Hall, Daneke and Lenox, 2010).
External sources of recruitment: It is opposite of internal approach of recruitment. In
this approach, the manager invites people from outside of an organisation for the vacant position
in an organisation. Thus, it requires to publish advertisement who defined job roles and
responsibilities and the requirement skills that an individual need to have.
Strengths: It brings innovation and new ideas in company as skilled and more qualifies
candidates are recruited which help company in achieving competitive advantage in market.
Weaknesses: This takes more time and cost as the company publishes advertisement to
invite people. Training and development programmes are also required to conducted which
incurred also huge cost. The options of recruiting are more due to which the manager may find
difficulties in selecting best candidates.
Selection: It is the process of selecting right best candidate among various options after
analysing their skills and qualification. The candidates who clear all recruitment process will be
selected for the vacant job by offering them job offer letter by HR manager (Mills, and Smith,
2011).
On-boarding: It is the process of making interaction between the new employees and
staff members with the help of taking support they performed. In this, the aims and objectives are
clearly defined to new candidate through conducting meetings with them.
Induction: In this, the company provides an opportunity to new employees to understand
the business culture, values, vision etc. which can be conducted for day or a week.
TASK 2
P3 Advantages of various HRM practices in an organisation
There are various HRM practices adopted by John Lewis which includes:
Learning, training and development: It is the responsibility of HR manager to enhance
learning skills and capabilities through conducting learning, training and development programs
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which brings self-confidence among them. Basically, there are two types of training that
manager need to provide to its employees which are: On the job training: This type of training is provided within an organisation deu to
which the manager need to appoint professional trainer to educate and enhance skills of
their employees. This method includes job rotation, coaching, internship etc. Off the job training: This training is provided outside of the organisation which incurred
lots of time and money. John Lewis needs to appoint mariner for employees to improve
their skills. Such training includes case studies, seminars, conferences etc.
Reward management: It is an effective method which brings motivation among
employees to perform well. In this, the HR managers provide incentives, bonus etc. to the
employees after analysing their past performance. There are two types of rewards: Intrinsic reward: This is the reward which is in an intangible form such as achievements,
recognition and satisfaction which improves the interest level and behaviour of
employees (Bourhis and Dubé, 2010). Extrinsic reward: It is type of reward which is in tangible form such as medal,
certificate, trophy etc. which motivates employees to contribute maximum efforts in
achieving desired goals of an organisation.
Flexible working options: This HR practice can be defined as working hours or timings
which need to be completed by employees in an organisation. It means the employees should be
comfortable in working either in day shift or night shift. The company need to provide some free
time to its employees as well so that they can feel relaxed and contribute maximum efforts in
performing desired task.
Performance and reward: The rewards are paid to employees on the basis of their
performance which builds confidence and motivation level among them. There are some
methods through which HR manager should select employees who deserve to get rewards. Work
quality, punctuality, behaviour and attitude etc.
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TASK 3
P4: Effectiveness of various HRM practices in context of increasing organisational profit and
development
HRM practices are adopted at workplace with a motive of earning huge profit as such
HRM practices helps in improving the skills and capabilities of employees so that they can able
to contribute more in achieving organisational goals. HRM includes training and development
programs, reward system etc. which helps them in improving the performance of employees as
well as an organisation. It will be helpful in eliminating deviation between the actual and
standard abilities required to perform. The manager should required to focus on conducting
training programs on regular basis so that employees can improve their capabilities to work in
different fields and give positive results to company. Flexible organisation and rewards system
are also other some technioqu8es through which the manager can enhance interest level and
behaviour of employees so that they can add maximum in the productivity and profitability of
company (Babiak and Trendafilova, 2011). As John Lewis deals in offering household products
which need to good in quality and it can possible only when the employees are having good
knowledge about using advantages and innovative technologies in an efficient manner. Thus the
manager need to educate them through organising learning programs and on-the-job training
through which they can provide benefits of using such technologies in production process.
Through this, the wastage of material are minimised which directly make positive impact on the
profitability and sustainability of company.
TASK 3
P5: Importance of employee relations in order to influencing HRM decision-making
John Lewis company can achieve growth and success in competitive market world only
when they attained skilled and knowledgable employees who contribute maximum efforts in
achieving desired goals and objectives of an organisation. Thus it is the responsibility of HR
manager to take care of their employees and think of providing benefits to them with a motive of
maintaining healthy relationship. If the employees are not satisfied with the organisational
structure, or the the way the company treat them, will make negative impact on their productivity
and profitability of company. Healthy relationship bring good atmosphere at workplace as well
which increases the interest level and behaviour of employees towards giving maximum
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contribution to an organisation. There are some ways through which the manager can improve
employee relations:
Better communication: The managers of John Lewis are required to create
communication channels through which they can communicate with employees and collect
feedbacks, issues and suggestion which help them in taking an effective decision. The manager
need to provide an opportunity to their employees to share their vies and ideas while execution
of business activities which builds self-confidence among them and thus make more efforts in
bringing new innovation in an organisation (Gutiérrez, Hilborn and Defeo, 2011).
Share vision: It is essentially required for HR manager to share mission, vision and
objectives of company to their employees through conducting meetings which improves healthy
relation with their employees.
Employee engagement activities: John Lewis company need to organise different
programs such as games, refreshment activities etc. which provides platform for employees to
communicate with others.
P6: Employment legislation and its impact on organisation
There are various legislations implemented by government for the betterment of
employees working in an organisation. It informs employers to protect the interest and behaviour
of employees and put efforts in maximising their satisfaction level. Such employment legislation
laws re as follows:
Equality act, 2010: This act states that the employers should treat each and every
employee equally. The manager should not discriminate any employee on the basis of their
characteristics. The main aim of this act is to provide the importance of employees in the success
of an organisation.
Data protection Act: According to this act, John Lewis should required to protect their
material information related with employees, customers, suppliers, investors etc. so that such
important information cannot be misused by any one for illegal purposes.
Health and safety act: This act states that the employer is liable to provide healthy
environment at workplace so that the interest level of employees are maintaining while
performing delegated task. This help employees to work without feeling insecure and risk which
improves efficiency level as well.
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Minimum wage act: This act states that the employer should provide minimum wage
amount to their employees for the service they offered to company. This helps employees in
fulfilling their basic necessities of life.
Working time directive Act: According to this act, the employees must required to
complete at least 48 hours in a week in order to provide all benefits given by company. Thus,
working 48 hours or more in a week help employees in getting rights to attain all benefits offered
by company.
All such legislations should required to adopt by company for the welfare of employees
which also helps ion maintaining healthy relation with them ( Functions of HRM, 2017).
TASK 4
P7: Application of HRM practices at the workplace
There are various HRM practices which increases the effectiveness of organisational
activities thus need to be adopted by John Lewis in following areas:
Maintain quality: It is essentially required for John Lewis to produce quality products for
their customers and it can be possible through providing training and development programmes
to their employees so that they minimises wastage and brings profitable outcomes.
Management of performance: HR managers are liable to evaluate the performance of
employees through comparing actual with standard so that they can identify the skilled and
knowledgable employees and accordingly assign them suitable roles and responsibilities in an
organisation.
Creation of mission and vision: The efforts and contribution of employees makes direct
impact on the mission and vision of company thus HRM practices helps in improving the
performance of employees so that they can contribute more in achieving desired goals and
objectives.
Human resource planning: Through HRM practices, the manager can able to design
recruitment plan so that skilled and qualified candidate are selected which ensures in bringing
beneficial result to company. Incurring cost on recruiting skilled employees will ensure company
in recovering such cost in future.
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Training and development: HRM practices help in identifying the needs of employees
which direct the manager to implement training session and development programs for them so
that they can give better services to its customers and gain competitive advantage.
Effectiveness of these areas can be improved by managers of John Lewis through applying
HRM practices in whole organisation (Difference Between Training and Development, 2017).
CONCLUSION
It has been concluded from the above report that it is important for company to form an
effective HRM which guides and motivates the workforce through applying various HRM
practices such as training and development programmes, rewards etc. With the help of efforts
and contribution of employees, the company can easily achieve desired goals and objectives thus
need to focus on enhancing their interest level and behaviour of employees. The managers of
John Lewis are also required to implement all legislations which helps in maintaining healthy
environment at workplace and encouraging employees to perform better.
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REFERENCES
Books and Journals
Koontz, H., 2010. Essentials of management. Tata McGraw-Hill Education.
Goetsch, D. L. and Davis, S. B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Dalkir, K., 2017. Knowledge management in theory and practice. MIT press.
Rummler, G.A. and Brache, A.P., 2012. Improving performance: How to manage the white
space on the organization chart. John Wiley & Sons.
Jones, G. and Sallis, E., 2013. Knowledge management in education: Enhancing learning &
education. Routledge.
Mills, A. M. and Smith, T. A., 2011. Knowledge management and organizational performance: a
decomposed view. Journal of knowledge management. 15(1). pp.156-171.
Bourhis, A. and Dubé, L., 2010. ‘Structuring spontaneity’: investigating the impact of
management practices on the success of virtual communities of practice. Journal of
Information Science. 36(2). pp.175-193.
Hall, J. K., Daneke, G. A. and Lenox, M. J., 2010. Sustainable development and
entrepreneurship: Past contributions and future directions. Journal of Business
Venturing, 25(5), pp.439-448.
Mills, A. M. and Smith, T. A., 2011. Knowledge management and organizational performance: a
decomposed view. Journal of knowledge management. 15(1). pp.156-171.
Babiak, K. and Trendafilova, S., 2011. CSR and environmental responsibility: motives and
pressures to adopt green management practices. Corporate social responsibility and
environmental management. 18(1). pp.11-24.
Gutiérrez, N. L., Hilborn, R. and Defeo, O., 2011. Leadership, social capital and incentives
promote successful fisheries. Nature. 470(7334). p.386.
Online
Functions of HRM. 2017. [Online]. Available through: <https://www.keka.com/5-major-
functions-human-resource-management/>.
Difference Between Training and Development. 2017. [Online]. Available through:
<https://keydifferences.com/difference-between-training-and-development.html>
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