Human Resource Management Report for Matalan Company - Unit 3

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within the Matalan company. The report is divided into two parts, examining the core functions of HRM, including workforce planning, organizational resourcing, recruitment, and selection approaches. It delves into the strengths and weaknesses of various recruitment strategies, both internal and external. Furthermore, it explores the benefits of HRM practices for both employers and employees, and their impact on organizational profitability and productivity. The report also addresses the importance of employee relations, the influence of employment legislation on HRM decisions, and illustrates the practical application of HRM practices through specific examples. The conclusion summarizes the key findings, and the report is supported by a list of cited references.

Unit 3

Table of Contents
INTRODUCTION...........................................................................................................................3
Human Resources Employee Induction Manual (Part 1)................................................................4
TASK 1............................................................................................................................................4
P1 Purpose & functions of HRM that applicable in workforce planning & organizational
resourcing....................................................................................................................................4
P2 Strengths & weaknesses of various approaches to recruitment & selection..........................6
TASK 2............................................................................................................................................9
P3 Benefits of various HRM practices within an organisation for both the employer &
employee......................................................................................................................................9
P4 Effectiveness of HRM practices in terms of raising organisational profit & productivity. .10
The Job Application (Part 2)..........................................................................................................11
TASK 3..........................................................................................................................................11
P5 Importance of employee relations in respect to influencing HRM decisions......................11
P6 employment legislations & the impact its impact upon HRM decision-making...............12
TASK 4..........................................................................................................................................12
P7 Illustrate the application of HRM practices in a work-related context, using specific
example......................................................................................................................................12
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
To attain long term sustainability in the market, companies are constantly maintaining their
departmental activities so that it can aid to improve productivity level of the firm. A successful
firm is associated with many key participants, stakeholders, shareholders & workers & there is
also an involvement of many departments like marketing, financial, production, operations ,
human resource , research & development & many others but human resource department is
totally dedicated towards their manpower (Delgadová, Gullerová and Ivanová, 2017). HR
department usually precede employees related activities & also address their issues so that they
can work comfortably in their working place. This report decided into two parts and each part
play a crucial role in generalizing the human resource management activities of Matalan
Company which is British retailer firm established in 1985 by John Hargreaves. This firm is
offering fashionable, clothing & home ware goods in various locations including Europe &
Middle East. More than 13000 employees are currently working in this organization and it
operating their business by almost 230 stores & 32 franchisees. There are various things will
cover in this report like main purpose & functions of HRM, strengths & weaknesses about the
recruitment & selection, benefits of numerous HRM practices & it's effectiveness in context of
company productivity & profitability. Lastly this report will determine about the employees
relation & employment legislation and provide job application related documents.
Mission To maintain high quality standards which can lead market growth & market share rate and provide
long term success.
Purpose To improve customer base through offer them satisfactory goods & services is the supreme
purpose of the firm.
Business
Objective
To enhance operations & target huge population, company provide their products & services at
convenient cost with many offers & discounts so that company can fulfill expectations of their
customers is the main objective of the firm.

Human Resources Employee Induction Manual (Part 1)
TASK 1
P1 Purpose & functions of HRM that applicable in workforce planning & organizational
resourcing
Human Resources Management (HRM) is statistical frameworks which operate workforce
related activities for their development & improvement. HRM contain various functions and
formulate various activities related to recruitment, selection, orientation, advanced training
sessions, development and many other activities which are beneficial for the growth of the
Matalan company employees (Ertogral and Öztürk, 2019).
Workforce planning is a continuous process which can help full to evaluate the future
requirement of the employees. Workforce planning is helpful to maintain all the demand and
supply of the workforce so that manager can effectively address the need and appoint high
talented employees so that they can retain in organization to fulfill the requirement of future.
Purpose of HRM
The prime concern of Human resource Department of Matalan is to maintain all the
functions which can helpful to accomplish the purpose of the form which are given below -
 To maintain all the core HRM consideration so that Matalan can effectively precede all
the operations in a right manner.
 The prime motive of HRM is to maintain the entire task systematically so that employees
can enhance their performance level.
 Formulation of specific policies and processor is also considered as the prime purpose of
the Matalan.
 To hire high potential employees so that they can stay in organization for longer period
and helpful to maintain future purpose (Franco-Santos and Doherty, 2017).

 Company can provide many compensatory advantages so that company can motivate
employees to boost their productivity.
Functions of HRM
HRM is responsible to perform specific functions which are useful in the development of
the employees and also improvement of organizational resourcing and workforce planning. Some
specific HRM functions which are utilizing by Matalan are as follows -
 Learning & Development - This function is appropriate for the development of
individual and group members of the firm. HR manager take numerous initiatives which
are helpful in the learning and development of the workforce. Matalan manager motivate
employees so that they can effectively develop their skills by their own and identify there
hidden talent and other capability is which are helpful to improve the the productivity of
the company. Manager provides continuous development sessions so that employees can
improve their skills (Gope, Elia and Passiante, 2018).
 Job design & Job evaluation - This function is also performed by HRM which are
essential to design a job as for the vacant position in the organization. Matalan HR
manager design job description and maintain specific job specification as per the
requirement of the job post so that company can get talented candidates. Through job
evaluation, manager can effectively evaluate the performance of the new employees and
also provide them appropriate guidelines so that they can effectively do some
modification in their working style.
 Compensation & benefits - Human resource Management is liable to maintain specific
policies related to the compensatory benefits for the workforce. Matalan manager take
care of their employees and also provide appropriate compensations and other monetary
and non monetary benefits so that they can increase the motivation level of their
employees and also so inspired those employees who are not performing well.
 Succession Planning - on the basis of this function, HR manager can maintain specific
strategic planning so that if employee is quit their job then manager can prepare a
replacement of them so that company can proceed their operations effectively.

Succession planning is mainly based on the continuous learning and development so that
manager can effectively appoint potential employee on the vacant position (Guest, 2017).
 Performance management - This HRM function is mainly focus about the performance
of the manpower and also considers some activities which can help full in the
management of their performance. Matalan manager arrange appropriate training sessions
for the new employees so that they can effectively learn specific consideration which are
helpful in their job role. Manager also provides advanced training to the existing
employees so that they can effectively manage their performance level & improve their
effectiveness.
P2 Strengths & weaknesses of various approaches to recruitment & selection.
There are various functions performed by HR manager and in all function recruitment &
selection is most appropriate function which is useful to appoint high potential workforce. The
explanation about recruitment & selection approach & its strengths & weaknesses in context of
Matalan are given below -
Recruitment Approach
This approach is essential and also useful to conduct a strategic hiring process so that
company can get fresh talent candidate. HR manager of the Matalan consider online and offline
techniques for the vacant job applications so that they can shortlist candidate who really deserve
for that vacant position and remain in organization for long period. Matalan can conduct
recruitment fore to type internal recruitment and external recruitment which are discussed as
follows -
Internal Recruitment
This kind of recruitment approach is considered existing employees who are already
performing their job within an organization. In all these existing employees company can choose
most potential one for the recruitment in company. Matalan use internal recruitment so that
manager can maintain employee retention activities. Few specific kind of internal recruitment
considered by the company which is discussed as follows -

 Promotion - This is most common internal recruitment which contains by the manager
so that most deserving employees can get promoted & gain higher position in their
organization. Matalan HR manager conduct promotion activities time to time so that
company can provide opportunities of promotion for their existing employees.
 Transfer - Transfer is also a part of internal recruitment which utilized by most of the
organizations. Through transfer, company can relocate their employee’s one place to
another so that they can effectively perform their work in their suitable location. Matalan
consider this recruitment so that their employees can perform their job without any
boundaries (Hinton, Woods and Zibarras, 2020).
Strength & Weakness of the Internal Recruitment
Strength Weakness
 This recruitment it is work like
motivation and helpful to boost the
morale of those employees who got
promoted in superior post.
 Basically transfer is also beneficial for
those employees who want to work in
their native place with their family.
 The main disadvantage of
promotion is that some of the
employees not feel good when
their colleagues get higher
position in their organization.
 Transfer also work like a
punishment, when those
employees who are not giving
their best in their job they got
transferred by the manager.
External Recruitment

In order to gain more potential employees in their enterprises, manager also looking forward
to conduct external recruitment so that they can higher skilled candidate who are interested in
specific job role. Matalan HR manager also take support of external recruitment which lead high
capable employees in their firm. There are few kind of external recruitment are given below -
 Educational Institutions - Companies deal with various educational institutions so that
they can easily obtain fresh talent in bulk at the same place. Matalan HR manager contact
with the well established educational institutions & conduct hiring process so that they
can effectively appoint interested candidates for job (Liebregts and Stam, 2019).
 Employment agencies- Basically employment agencies are taking wider place in the
market. When company demand employees for specific job post then these agencies
provide them frequently. Matalan also connected with various employment agencies to
get right candidate for the job.
Strength & Weakness of External Recruitment
Strength Weakness
 Educational institutions are the best
option to recruit the employees for the
job. It can helpful to provide
recruitment in bulk so that company
can gain most deserving candidate at
their working place.
 External recruitment leads fewer
chances of conflicts & disputes within
employees (Masri and Jaaron, 2017).
 The main weakness of this recruitment
is that it is very expensive & required
high cost as compared to the other kind
of recruitment.
 More formalities & procedures are
involved in this requirement which is
time taking.

Selection Approach
Selection is systematic process which works like an analytical tool that can aid to select that
candidate who are eligible for the job post and also fulfill all the requirements the job like
educational background, skills, knowledge, experience & roles and responsibilities on the basis
of job role. Matalan HR manager select candidate on the basis of some analysis which are
discussed below -
 Interview - This is common criteria of selection which are utilizing by each and every
HR manager in their organization. With the help of interview session, Matalan conduct
face to face interview and analyze the competencies and capabilities of the candidate for
respective job role (Matthysen and Harris, 2018).
 General aptitudes test - This is also a most suitable kind of selection method which can
help to generalize the real skills & applicability’s of the candidates. Matalan HR
manager conduct this test to determine the specific parameters of the candidates.
Strength & Weakness of Selection
Strength Weakness
 Interview is essential to identify the
potential of the candidate and manager
can take face to face interview it can
helpful to analyze their attitude
towards the job.
 General aptitude test is also
considered as the prominent part of
this selection so that manager can
understand the knowledge of the
candidates.
 Sometimes interviews are biased and
favor those candidates who are less
potential & talented so this is contain as
the weak point of this selection.
 General aptitudes test are very time
consuming process which affects the
valuation of selection.
.

TASK 2
P3 Benefits of various HRM practices within an organisation for both the employer & employee
HRM practices are providing numerous benefits to their employees & employers which are
explained on the basis of Matalan are as follows -
HRM Practices Benefits to Employees Benefits to Employerr
Performance
Appraisal
Performance appraisal is
imperative HRM practices which
can helpful to evaluate the overall
performance of the employees so
that they can appropriately manage
their performance as compared to
the previous performance level
(Noe and et. al., 2017).
Performance appraisal is beneficial
for the employer because high skilled
employees who are maintain their
high performance level then they are
more effectively create good relation
with the employer so that employer
with them positively and address their
issues.
Training &
Development
Matalan HR manager arrange
advance level of training classes for
their employees so that they can
effectively in enhance their skills
and obtain new competencies which
can be helpful in the development
of the employees.
High skilled employees of Matalan
are capable to establish appropriate
connection with their employer so
that they can effectively fulfill all the
requirements of them and also take
feedback so that company can modify
some changes as for the requirement

of their employer.
Employees
Retention
This is also taking a wider place in
term of the most appropriate human
resource management practice.
Matalan HR manager formulate
strategic management planning so
that manager can motivate
employees to stay in their
organization for longer period of
time which can useful to maintain
long-term sustainability at the
whole market place why the high
potential employees (Putra, Bagia
and Yudiaatmaja, 2017).
Matalan manager more concerned
about their employees and also
provide them a suitable environment
so that they can stay for longer period
of time. Manager tries to boost their
moral so that their satisfaction level
will improve because highly satisfied
employees are helpful to create
positive relationship between their
employer so that employee also feels
free to discuss their issues and out
with them on specific product and
services.
P4 Effectiveness of HRM practices in terms of raising organisational profit & productivity
On the basis of discussion of HRM practices it can be evaluated that the involvement of
HRM practices is provide lots of benefits to the employees, employers and also organization. It
is analysed that Matalan HR manager considered numerous HRM practices so that they can
effectively maintain all the considerations of organizational structure, organizational culture,
organizational behavior, organizational profitability and productivity. Some appropriate HRM
practices used by the HR manager of Matalan such as learning and development, succession
planning, training and development, compensation, performance appraisal & employee retention.
All these HRM practices are providing positive outcome in context of organizational profitability
so that it can automatically provide direct impact on the productivity of the firm. With the help of
all these practices, HR manager provide their best contribution to improve the brand image of the
Matalan at the whole market place in UK and across the whole globe (Rudolph, Toomey and

Baltes, 2017). Some another HRM practices also considered by manager like on boarding
process, flexible working condition, selective hiring and many more which can provide most
possible results in the development of productivity and profitability of the Matalan organization.
The Job Application (Part 2)
TASK 3
P5 Importance of employee relations in respect to influencing HRM decisions
Employees Relation
In this time employees are the main assets of the enterprises and now it is more crucial to pay
more attention on the requirement of the employees so that they can work their task without any
issues. Manager need to create effective relationship with their employees so that they can
follow proper guidelines and maintain discipline within an organization (Samwel, 2018).
Manager of the Matalan can take appropriate steps to maintain healthy relationship with their
employees. There are some specific importance of employee relation it is contained by the
Matalan are as follows -
 Enhance Employees Engagement - To establish healthy employee relation among all
the employees and group members within an organisation then it can help full to create
positive employee engagement with them. Matalan HR manager adopt specific strategies
which can help full to improve the relationship among employees which lead the
employees engagement. In Matalan, there are various types of people working who
shared different regions, culture, values, beliefs and believe system so employee relation
is helpful to create good engagement among the employees so that they can work
collectively & influence the decision making of the HRM (Serengil and Ozpinar, 2017).
 Eliminate conflicts & disputes - employee relation it is beneficial to decrease the
chances of conflicts, disputes so that all the employees can work together in a time
without any problem (Stewart and Brown, 2019). Matalan manager can arrange various
activities like team building exercise, motivational session, get together, outing and trips.
All these activities are beneficial to create good relationship among employees, leaders