Human Resource Management Report: H&M - Unit 3 Assignment

This report analyzes the purpose and functions of Human Resource Management (HRM), focusing on a case study of H&M. It discusses workforce planning, recruitment and selection approaches, and their strengths and weaknesses. The report then explains the benefits of HRM practices for both employees and employers, evaluating how these practices increase organizational profits and productivity. It also emphasizes the importance of employee relations in HRM decision-making, detailing employment legislation and illustrating the application of HRM practices within the context of H&M. The report covers various aspects of HRM including recruitment & selection, training & development, reward management, and employee relations, providing insights into how these practices influence organizational success.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................4
TASK 1 ...........................................................................................................................................4
P1 Discuss the purpose and functions of HRM..........................................................................4
Workforce planning ...................................................................................................................6
P2 Discuss the strengthen and weakness of recruitment & selection approaches. ....................6
TASK 2 ...........................................................................................................................................7
P3 Explain the benefits of HRM practices for both employee and employer. ...........................7
P4 Evaluate HRM practices which helps in increasing organisational profits & productivity: .8
TASK 3 ...........................................................................................................................................9
P5 Explain the importance of employees relations which influence HRM decision making. ...9
P6 Explain employment legislation and its impacts on HRM decision making. ....................10
P7 Illustrate application of HRM practices. .............................................................................10
CONCLUSION .............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management is an management practice which helps in managing
people of an organisation to achieve organisational goal. Success of an organisation is depends
on its worker performance. HR of an organisation is a person who provides training to their
employees working in an organisation. Training and development programmes for employees
future growth motivates them to work with their full efficiency. Human resource management
work for hiring and selecting skilled and experienced employees which assist in enhancing
organisation productivity. For this report the chosen organisation is H&M. Hennes & Mauritz is
an multinational clothing retail company headquarter in Stockholm, Sweden. It is well known for
its fast – fashion clothing service. It deals in clothings for men, woman, teenager & children. It is
an multinational company and operates its business in more than 74 countries. This report
includes functions and purpose of human resource management perform by HR of selected firm.
Different practices of HRM and strength and weaknesses of recruitment & selection process are
discusses in this report. Employment legislation & HRM practices are analysis which helps
selected firm in decision making.
TASK 1
P1 Discuss the purpose and functions of HRM.
Human resource management refers to a process of recruiting and selecting best
candidates in an organisation and provides training for enhancing their work performance (Aktar
and Pangil, 2018). Human resource department of H & M manage its workforce in a better way
which maintain organisation culture & internal environment. For growth of an organisation its
important to manage its all functions & activities in a better way.
Purpose of HRM- Human resource management is working for the achievement of organisation
goal by enhancing employees efficiency and productivity. In context of selected firm, purpose of
HRM are discuss below:
 Organisation environment- In context of selected firm, main aim of HR is to provide a
healthy and good working environment to its employees. Environment of an organisation
increase productivity of employees by providing smooth working culture. Organisation
environment create a strong brand image of company in the market. Good working
environment of a company helps in reducing its labour turnover rate and keeps

employees for long period of time in an organisation. HR of selected firm assist in
maintaining relation between employees and employers which create a good internal
environment for organisation (Word and Sowa, 2017).
 Growth and development- Purpose of human resource management is to increase
efficiency and effectiveness of their employees for achievement of organisation goal. In
context of company, HR provide training to their employees which motivates them to
work with their full efficiency. Human resource management of an organisation is
working for growth and development of their employees by enhancing their skills.
Functions of HRM-
 Recruitment & Selection- It is an important function of HR which helps in identifying
requirement of employees for a vacant post in an organisation & fill this post by selecting
best candidate from pool of applications. In context of H&M, human resource
management efficiently perform this function for achievement of organisation goal.
Success of a company is depends on its workforce working within organisation. HR
select skilled and experienced candidates who work for growth and development of
organisation. This function of human resource management is very important for an
organisation because it assist in reducing wastage of resources and increase organisation
productivity (Bauer and et. al., 2018).
Role of HR manager- Main role of HR is to select skilled and experiences employees for
organisation.
Responsibility of HR manager- In context of selected firm, its responsibility of HR to
effectively perform recruitment & selection process of human resource management. It is the
responsibility of HR to attract candidates towards vacant job profile in organisation & select best
candidate for that post from pool of applications.
 Training & development- It is the main function of human resource management
department. Training means providing knowledge related to a particular task or job
profile by instructing and guiding them. In context of chosen firm, HR timely provides
training to their employees for increasing their efficiency and productivity. Development
refers to the overall growth of an employee which included its attitude, adaptability,
leadership etc. HR of selected firm conduct different development programmes which

enhance their workers skills and motivates them towards achievement of organisation
goal.
Role of HR manager- In context of company, HR perform a role of preparing training &
development programs for their employee's.
Responsibility of HR manager- It is the responsibility of HR manager to enhance skill &
knowledge of their employees which helps in achievement of organisational goal.
Workforce planning
It refers to a process of analysing, forecasting and planning of demand & supply of
workforce in an organisation (Chaudhary, 2019). In context of selected company, HR department
use this tool of HRM for analysing current requirement of employees & need of employees in
future. Workforce planning help organisation in effectively perform its operational activities.
P2 Discuss the strengthen and weakness of recruitment & selection approaches.
Recruitment & selection is an important function of human resource management. It is a
process of sourcing, short-listing and selecting best candidate for vacant post in an organisation.
This function of management helps organisation in proper decision making. In context of
organisation, there are various approaches of HRM which are discuss below:
Recruitment- This function of HRM assist in attracting more candidates towards organisation
vacant post and influence them to apply for that post. As per this function of management
various approach are discuss below:
Social media application: Now a days this is the most frequently used technique by
organisations for searching best candidates for filling vacant post in company. In context of
H&M, human resource department used this technique for identifying relevant information about
candidates.
 Strength- This approach of recruitment provides large numbers of application for a
particular job vacancy in an organisation. It helps in analysing its candidates in a better
way and helps human resource department in performing recruitment function in a better
way (Chaudhary, 2019).
 Weakness- This techniques require huge amount of investment for set up in organisation.
Selection- In context of company, this function of human resource management helps in
selecting best candidate from the pool of application. Selection of a right person at a right job

enhance organisation productivity and profitability. This process of management use various
approach which are mention below:
Aptitude & profile test- In relevance of selected firm, this approach of HRM is used for testing
ability of candidate to perform a specific task and how to react on a situation at work. This type
of test includes problem solving, numerical skills etc. Profile test is used for analysing strength &
weakness of a candidate. This step of selection process helps in selecting best and qualified
person for vacant job in an organisation.
 Strength: This approach of HRM helps in analysing ability of candidates and selecting
the best one.
 Weakness: In terms of this approach sometimes its happen that manager of an
organisation gone biased while selecting candidates. Their is no consideration of soft
skills of candidates (Domsch, 2017).
TASK 2
P3 Explain the benefits of HRM practices for both employee and employer.
Practices of human resource management are required for effectively operating different
activities of an organisation. These practices helps in enhancing employees productivity and
skills which make them to successfully achieve objective of organisation. In context of chosen
firm, its HR use different approaches which assist in organisation growth. These are discus
below:
Reward management- It refers to the implementations and formulation of polices related to
provide rewards to their employees (Fei and Aun, 2019). In context of H&M, this practice of
HRM provides benefits to employees working in an organisation based on their performance. It
assist HR department in motivating their employees and enhance their productivity level. For
maintaining a good organisational culture its important to formulate a policy that fairly provide
benefits based on their performance.
 Benefits to employees: In terms of this approach it helps in motivating employees
towards a particular task. By formulating a proper reward management policy it makes
employees to work with their full efficiency. Which helps employees in achievement of
organisational goal.

 Benefits to employer: This approach of organisation increase employees productivity
which helps in get some reward. When a employee receives some benefits it will further
build confidence and motivate them to work with their full efficiency.
Training and development- In context of relevance company, this approach of human resource
management increase skill and knowledge of their employees. Training & development
programmes enhance productivity of employees which assist in achievement of organisational
goal.
 Benefits to employer: In terms of company this approach helps in enhancing
organisation performance. It motivates employees towards achievement of goal and
maintain a good environment in organisation (Fei and Aun, 2019).
 Benefits to employer: Training and development programs enhance skill & knowledge
of employees and helps in their future growth. This approach of human resource
management increases productivity of employees.
P4 Evaluate HRM practices which helps in increasing organisational profits & productivity:
Human resource management practices is important for both employees and employers. It
will assist organisations in enhancing productivity of both employers & organisation. These
practices are very useful for an organisation. In context of selected firm, HR department
effectively use these practices in order to achieve company goal. Better use of these practices
enhancing organisation growth & profitability. Some of the practices used by relevance company
are mention below:
HRM practice for employer-
Providing security to employees: In context of H&M, it provide security to their
employees which will improve its reputation in market. This practice of HRM helps organisation
in retaining their employees for a long period of time. It will reduce labour turnover rate of
company & enhance its productivity.
Selective hiring: This is the most important HR practice used by human resource
department for selecting best candidate for organisation. In context of selected firm it use
different steps for selecting best candidate such as aptitude test, profile test, personality test etc.
This practice of HRM helps employer in finding right person which add value to organisation
(Lasisi and et. al., 2020).
HRM practices for employees-

Fair compensation- This practice of HRM formulate a fair and performance based
policy for employees which motivates them to work with their full efficiency. In context of
company, by formulating and implementing these polices in company it will enhance confidence
of employees and they work with their full productivity for getting reward.
Organisational environment- Environment of an organisation influence performance of
their employees. In relevance of selected firm, it provides good working environment which
enhance productivity of employees. A good working environments reduce conflicts between
employees and employers and create a good image of company in market.
TASK 3
P5 Explain the importance of employees relations which influence HRM decision making.
Employees relation means creating a positive relationship between employees and
employers in an organisation (Newell and et. al., 2017). In context of selected firm, it HR
department formulate policies for maintaining a good relationship in an organisation. By
providing fair reward & compensation, proper work life balance, reasonable working hours an
organisation maintain a good relationship within organisation. In terms of company its HR
department perform two primary function. First one is, HR helps in resolving conflicts between
employees & employers in an organisation. Second important function of HRM is, formulation
& implementation of policies that are equal for all members in an organisation. Both these
functions followed by HR department helps in maintaining employees relations. Importance of
employees relations which influence decision making of human resource management are
mention below:
 Productivity- Productivity of an organisation is based on different departments of
company. Conflicts between employees & management reduces productivity of
organisation. In context of selected firm employees relation create a healthy environment
in an organisation which enhance their workers performance. When all departments of
organisation are working together it will increase productivity & profitability of
organisation (Shen and Zhang, 2019).
 Policies- For successful implementation of policies in organisation its important to
involve their workers at the time of formulation of policy because employees are the real
person who have to follow these polices. In context of selected firm, management involve

its employees in decision making. Which also motivates their employees to work with
their full efficiency.
 Outcome- Image of an organisation is depends on the quality of outcome it produce. In
context of company, operational management helps organisation in reducing wastage of
resources & produce good quality products. because of conflicts arises at the time of
production it will effects decision making of human resource management.
P6 Explain employment legislation and its impacts on HRM decision making.
Employment legislation refers to a process of declaring all employment laws. For growth
& development of an organisation its important to follow all laws. Employment legislations
includes law related to labour relations, compensation, pay equity, employment standards, hours
of work, human right etc. Selected firm follow all these rules and regulation which build a string
relationship between workers and organisation. By working under legal framework relevance
company create a good brand image in the market. Some of employment legislation are discuss
below:
 Discrimination act 2010- It refers to a act which protects people from discrimination in
their workplace. Discrimination means treating someone unfairly on the basis of age,
disability, marriage, religion, gender etc. In context of company, they sincerely follow
this act and equally treats all members of its organisation. This will build employees
relations and create a good working environment in organisation (Strohmeier, 2020).
 Working time regulation act 1998- According to this act, workers of an organisation are
only work for 48 hours in a week. If a worker works more than its working hours than
company needs to give some extra pay to him. This law also includes minimum rest
period between daily working hours. In context of chosen company, all employees
working in organisation are working as par the guidance of this law. If some employee
works for more than its working hours than he receives extra pay from company.
P7 Illustrate application of HRM practices.
Job specification: It refers to a written statements which includes all the necessary
information required for performing a job (Wood and Bischoff, 2020). This statement includes
qualifications, special quality, experience, technical knowledge, communication skills etc. In
context of selected firm they use this technique for selecting best candidate for organisation.
Job specification

Organisation: H&M
Job Designation: Sales advisor
Job purpose: Create a strong brand image of company and spread business across different
culture.
Roles and responsibilities:
 Operates cash registers
 Merchandising duties on sales floor of H&M stores.
 Uploading and organizing inventory
 locate merchandise for shoppers
 Ring up customers purchase
Required skills & experiences:
 BBA and B.com certificate from well known college
 Digital marketing certificate
 internship with any reputed company
 Strong multitasking capability
 outgoing personalities
 Knowledge of current fashion trends
CONCLUSION
From above study it can be analysed that human resource management is an important
aspect for an organisation. Recruitment and selection helps organisation in selecting best
candidates which add values for organisation. Different HRM practices assist in increasing
efficiency and productivity of an organisation.

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