Zara HRM: Workforce Planning, Employee Relations, and Legislation

This report provides an overview of Human Resource Management (HRM) functions and practices, with a specific focus on workforce resourcing and planning within Zara, an international clothing brand. It examines the advantages and disadvantages of various recruitment and selection approaches, highlighting the importance of internal and external recruitment strategies. The report also discusses the benefits of HRM practices for both employees and employers, emphasizing how these practices contribute to increased profits and productivity. Furthermore, it analyzes the significance of employee relations in HRM and the impact of employment legislation on HRM practices. The application of HRM practices in the workplace is also explored, ultimately concluding with the benefits and purpose of HRM in achieving organizational goals. Desklib provides this document along with a wealth of other resources for students.

HUMAN
RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Functions and purpose of HRM applicable to workforce resourcing and planning..........1
P2 advantages and disadvantages of various approaches of recruitment and selection.........3
P3 Advantages of practices of HRM for employees and employers......................................5
P4 Effectiveness of practices of HRM in term of increasing profits and productivity..........6
TASK 2 ...........................................................................................................................................6
P5 Importance of employee relation in HRM........................................................................6
P6 Employment legislation and its impact upon HRM..........................................................7
P7 HRM practices in work place and its application.............................................................8
CONCLUSION..............................................................................................................................11
REFERENCES .............................................................................................................................12

INTRODUCTION
Human Resource Management consist of activities such as hiring, recruiting, selecting,
planning and so on. These practices are serially organised and practised in formal manner so that
employees can perform their tasks successfully (Bulgurcu, Cavusoglu and Benbasat, 2010).
Every company have their HR team that assess them in managing their employees for common
purpose. Employees are valuable asset to any company. Therefore, it is essential to motivate
them in effective manner. Zara, an international brand for clothing, have its store in more than 88
countries. Company is highly diversified and aims at delivering same shopping experience to its
customers, irrespective of any location. In this report, functions and purpose of HRM will be
discussed. Detail study of HRM practices along with their strengths and weaknesses that
influence organisation in one way or the other. Further, importance of employee relation and
employment legislation will be analysed. Lastly, application of HRM practices in work area will
be discussed. This whole study will successfully conclude HRM benefits and purpose.
TASK 1
P1 Functions and purpose of HRM applicable to workforce resourcing and planning
Generally human resource management is a process of providing training, rewarding and
employing persons, improvements in policies which are related with them and growth of
different strategies or plans to retain their employees. Zara is a Spain organisation which owned
162,450 in 2016 and many more employees within their organisation. Hence, process of
management is very hectic and complex within the firm which needs proper performance of
activities in company. Main aim of HRM of Zara is to give personnel satisfaction by supporting
them in providing best services. Managers of human resource conduct different techniques and
approaches which help in giving best services as well as higher productivity. Its main purpose for
managing HR department is to recruit a best applicants in companies for executing of some
targets for achieving desirable results in a proper way (Decker, Riley and Siemer eds., 2012).
Hence, effective managing of t support subordinates and workers of organisation for meeting set
targets and goals (Functions of HRM, 2017).
Some of main human resource management functions which are adopted by Zara HR
managers are discussed below: Compensating and Rewarding: Zara concentrate on better HR and employees within a
firm for a long time. For this, they make many terms and policies linked to workers
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wages and plans. It is a main functions of HRM which help in workers stimulation and
their satisfaction. Training and Development: Managers of HR operates functions for developing
personnel and employees motivation within a time period in Zara organisation. Selecting, Planning and Recruitment: Identifying of manpower is a human resource
management responsibility for conducting effective recruitment, selection, staffing
functions in Zara (Hobfoll, 2011). For proper use of resources of company contains
human and finance, they use a best method of recruiting for better working environment
in respect of delivering effective results.
 Health and Safety: Organisation should follow some policies of health and safety within
their company for employees protection. Managers of HR are liable to perform programs
in Zara as organisation requirements to comply through different laws and legislation of
health and proper & hygienic workplace enacted by government.
Best Fit and Best practice Approach
Best practice Best fit
This approach organise a program of
rewarding their employees within a company
by HRM.
This approach are having importance in their
working environment techniques on allocation
of models.
By the help of commitments of workers,
Managers help them in motivating (les, Chuai
and Preece, 2010).
As outcomes, competitors borders can be
reached by organization.
Soft and Hard HRM framework
Hard HRM: In this, it optimize personnel as a enterprise HR practices in establishing a
strong link in a process of planning enterprise which should be managed. Main aim of HRM are
always same: workforce and best process of hiring.
Soft HRM: In this, employees are taken as a main body of an company which help in
supporting competitive benefits. Zara use this technique for retaining, satisfying and reach basic
needs of their workers team. It help in coordinating different functions like as rewarding
employees etc.
Workforce Planning
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Type of Enterprise Labour Market Types
Independent primary Subordinate primary
Core Lien on workers, paid them
for professional and technical
sector.
Retention and encourage of
employees which is being
attained by trade unions.
Periphery Craft Secondary
Employees with higher
working skills and abilities
come under this group
operated through the craft
union.
Workers with lower level of
skills & ability as well as
security of job come under
this.
P2 advantages and disadvantages of various approaches of recruitment and selection
Procedure of recruitment and selection is one of an main aspect of every business. It is a
major functions of HRM which refers to a process of applicants attraction, short-listing them,
selecting a suitable candidate and hiring a applicant for working within their company. Zara
recruit their employees within a firm also so that existing employees get motivated and create a
effective workplace (Rousseau and Barends, 2011). Every company choose their own way of
hiring and selecting candidates. Their are various types of process which are used in Zara are
discussed below:
 Internal recruitment: In this vacant positions of jobs are fulfilled by the candidates
which are working within a firm in other department or position. This may give
promotions and transfer opportunity to an employees which are already working in
company and having interest in that position.
Advantages and disadvantages of internal recruitment are:
Advantages Disadvantages
 Workers are rewarded for their hard
work by providing them promotion at a
higher level which help in satisfaction
in job between employees and
 By internal hiring company may loose
opportunity of getting fresh workers
mainly in the level of managerial
which may bring fresh ideas and
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motivate existing workers.
 Potential and skills of candidates
working within a organisation are
already well known by their
subordinates. So, it make easy to
recruit them at a higher level without
going by entire procedure of hiring
process.
 This process consume less time and
low cost in hiring.
 As promotion of workers are having a
good knowledge about their company
as well as their work so, training and
induction for them are short then
hiring a new once.
creativity.
 Employees which are not promoted
will give growth to a feeling of
resentment and jealous which lead to
non-cooperations with that worker.
 It also give growth to disputes among
all workers as well as diversity at
working environment (Salvendy,
2012).
 External recruitment: It is a process of filling a vacant positions within a enterprise by
workers not including existing once. Fresh candidates are recruited from outside the firm
with qualification and needed skills within a company. New knowledge and fresh talents
are initiated in organisation.
Advantages and disadvantages of external recruitment are explained below:
Advantages Disadvantages
 It creates a pool applicants who are
eligible and having good qualifications
are selected easily. It help in increasing
HR quality within a firm.
 Recruited employees from external
source, there is inflow of fresh skills,
ideas and ability within a enterprise. Its
make a system and firm regenerate.
 Changing of technologies are fastly
 It gives rise to demoralized as working
hard for higher position but they recruit
a new employees this feel existing
workers demoralized. It lead worker
resignation from job.
 External recruitment is a long process
as it consume lots of time along with
money.
 Recruiting from external increases
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taking place in this generations and
new knowledge, ideas and skills
adoption help in easily working with
new technology.
changes of wrong hiring which lead to
decline companies effectiveness.
 New workers take time to adjust in
environment and culture of firm.
Zara use these effective approaches for better improvement of works with more
efficiently way. Better teams of employees help in achieving desired results.
P3 Advantages of practices of HRM for employees and employers
Manager of HRM of an company like Zara help in making proper flow of communication
within a business by constructing a interaction bridge (Schuler, Jackson and Tarique, 2011). This
not only making profit but also help in achieving a desirable result in an efficient way. Their are
many advantages of HRM for both employers and employee which vary as per various
conditions. Mentioned some of advantages of HRM functions below:
Various HRM practices of Zara Training and Development by workers growth: Zara provide employment to many
workers operates various business programs in departments (Human resource
management, 2016). It help in one of an main liability of subordinates for proper
coordination of programs of training and learning for employees. Manage of performance of workers: Zara is establishing functions and new sessions
which make better working environment and more flexible for their satisfaction and
employees work within a firm for a long time.
Benefits of HRM practices for employees Benefits of HRM practices to employer Encourage workers for better
performance: It help in enhancing and
encouraging to employees for
providing their best in workplace. Provide training: Activities which are
effectively encourage support of HR by
training. So, it will lead to increase in
productivity and efficiency (Shuck, and
Wollard, 2010).
 Help in making decisions: It help them
in making decisions as per their
performance. Hence, they order to
provide support with various ideas and
Zara opinion in a effective way.
 Make a healthy and effective working
environment: By the programs of
training they encourage them, increase
their knowledge and confidence level of
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 Encourage workers effectiveness:
Employees performance on day to day
basis help in finding of difference
between standard and actual abilities.
worker in a very effective way. It create
a effective and positive working
environment.
P4 Effectiveness of practices of HRM in term of increasing profits and productivity
Advantages are one of an main components of Zara which concentrate over various kinds
of modifications and structure are organised in business. In help in rendering workers profits,
Zara promotes effective plans and techniques like as incentive functions, reward programs etc.
companies employees play a very main role in earning higher advantages and revenues to firm
by fulfilling consumers demands along with their best deals. It needs best management of
workplace and growth in firms. They coordinate every programs and practices for effective
control and relations with each other in Zara personnel.
Different human resource management practices like as workplace flexibility,
compensation program, rewarding system etc. help in encouraging among all employees in Zara.
It help in managing and raising profit in context of their services and products. They can achieve
higher by giving a quality products to their customers. Different strengths of employees raise
values and morales of them with meeting competitive edge as well as firms goodwill. Its main
purpose is to achieve objectives and targets with a help of workforce of an organisation. Hence,
it impact on delivering and producing of services and products by affecting them, business can
achieve higher profits and work productivity increases within a market.
TASK 2
P5 Importance of employee relation in HRM
Employee relation means relationship that is shared among employees in an organisation.
Every company require proper and dedicated participation of its employees which constantly
gets evaluated form HRM. In a company every individual share some relation with its colleague.
This relationship can be between co-worker, subordinates and management. Therefore, it is
essential to maintain healthy relationship in order to obtain good result. If manager is unable to
handle its employee it hinders coordination and give negative impact upon decision making
process. Following are the importance of employee relation that influence HRM in Zara: Participative decision making: While working upon a project employees of company
must participate in decision making process. There are times when an individual can not
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take decision on its own. In that case participative decision making is required where
team members share their ideas and thoughts. This help in maintaining good employee
relation in Zara (Tarique and Schuler, 2010). Team work: One cannot do everything on its own. Team work reduces burden of an
individual and result in task completion in desired time period. Being world famous, Zara
requires effective team management in order to maintain their process in stipulated time
frame. If team work is not practised then it becomes hard for HR team to manage work
load. Equal distribution of responsibility is again one important characteristic of HRM. Better working environment: Workplace need human resources that are tension free and
have willingness to work. In this context, HRM of Zara have effective management
policies to maintain healthy working environment for its employees. Company becomes
happy place if its employees share healthy bond with each other. Also, enhancing
working condition and helping each other in other in assignments create positive
atmosphere in organisation. Increases motivation level: Employee require constant motivation to enhance its
performance. It is observe that employee feel motivated while working in a company that
guarantees secure work culture. In Zara regular motivation is given to employees of the
company in order to enhance their work performances (Teece, 2012).
 Issue handling: Conflicts and issues are obvious while working in a company. HRM
must minimize these issues as soon as possible. To have healthy environment in work
place it is important to reduce issues. Fights and disputes result in wastage of time and
deviate individual from its work. Zara uses effective tactics for handling issues and
resolve them in reasonable time so that minimum interruptions are made in work place.
All the above factors maintain better coordination in workplace and increases decision
making ability of the company.
P6 Employment legislation and its impact upon HRM
HRM is responsible for every compliance activity that exist in an organisation whereas
employee legislation is a legal body that aims at protecting rights of employees. Government has
created laws and legislations for employees to maintain healthy environment in workplace.
Following are few acts that affects decision making of HRM in Zara:
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 Anti-discrimination act: This act aims at equality among employee. According to law, no
one should be isolated on the basis of religion, caste, colour and sex. They have right to
file against these activities. Company takes strict actions against them and treat every
employee equally. Diversity act: It consist of different psychological factors such as society, lifestyle, family
and education. Zara has diverse workforce in its business therefore handling diversity is a
crucial element for its HRM. This act helps in providing safety to employee. Data protection act: According to this act, customers must not be misguided with false
and improper information about product. It also helps in minimisation of trespassing
activities in business. Zara maintains its customer trust by providing effective information
about its product. Also have implemented secure trading practices in work place. Equality act: Company must maintain its employees' belief and value. Equality act is
used to provide equal respect and treatment to every employee present in workplace. This
activity enable business to grow in right place, based upon its employee potential and
ability (Wilson and et. al., 2012). Zara has implemented this act in business to enhance
diversification. Also, HRM create policy and procedure considering equal rights for men
and women both.
 Health and safety act: Under this act company aims at providing healthy and safe
working environment to its employees. This provide risk free and less hazardous place to
work. Employee gains trust while working in safe environment and hence contribute in
growth of the company. Zara has effectively implemented this act by providing its
workers with machinery that are safe to use and easy to handle.
Decision making can be made effective by implementing all the legal aspects that are
given above. These factors will help in reducing unethical and problematic practises from
workplace and will result in making business environment more efficient and coordinating.
P7 HRM practices in work place and its application
HRM include various activities such as recruiting, settling conflicts, constructing
policies, procedures etc. It is a planned approach to manage people effectively for performance.
HR practices are used by human resources personnel in order to develop leadership (Zheng,
Yang and McLean, 2010). Below is an example of activity performed by HR manager that
indicates whole process of recruitment and selection in Zara:
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Sales Associate Training
Workshop title/ Training practices Date- Time-
Location Instructor
Candidates
Activity Time of activity Process Equipments required
Induction of
candidates
Training objectives
a)
b)
Warming up
Contents and
necessary points
Job advertisement
Instructor require
Qualification /Eligibility
MBA/BBA in Human Resource Management from any recognised institution
To apply:
You are required to upload your application with CV and latest photograph on our websites
latest by 20 March 2018.
Email-id: www.zara.com
Contact no.: 00006666878
Job specification
Qualification Master's Degree in Marketing Management.
Bachelor's degree in business or related field.
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Experience Should have 1 year experience in Sales and
marketing.
Area of expertise Should have better communication skills and
leadership skills.
Other qualities Good verbal and writing skills.
Basic computer skills.
Good interpersonal skills.
Interview Questions
 What are your strengths?
 What are your weaknesses?
 Have you ever participated in any co- curricular activities?
 What strategies will you adopt while working in the organisation?
 What are your expectations from this organisation?
 Where do you want to see yourself in next 5 years? What will be your contribution in achieving organisational goal?
Person specification
Particulars Required criteria Learning and outcomes
Qualification and training Communicate with new
employees
Able to perform sales and
marketing.
Experience Providing the best services to
customer
Able to handle pressure
effectively
Must have performed certain
sales process in training
sessions in college days
Skills and knowledge Attentive and better
communication skills
Developing and generating
innovative ideas
Personal characteristics Confident, leading, positive
behaviour
Ability to work in team
Developing certain skills and
traits to work in organisational
culture.
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