Human Resource Management Report: H&M Case Study Analysis

This report provides a detailed analysis of Human Resource Management (HRM) within the context of Hennes & Mauritz (H&M). It begins by defining the range and intention of HRM, outlining its managerial and operational functions such as planning, organizing, directing, controlling, recruitment, selection, and training. The report then evaluates the strengths and weaknesses of different recruitment and selection approaches, including internal recruitment, outsourcing, employment agencies, and executive search firms. It examines the benefits of HRM practices for both employers and employees, highlighting aspects such as analysis and design, HR planning, and performance management. The report further explores the measurement of HRM effectiveness, the importance of employee influence on decision-making, and the impact of employment legislation on HRM practices. The report concludes by summarizing the key findings and emphasizing the role of HRM in achieving organizational goals, such as those of H&M in the fashion retail industry.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Range and intention of Human Resource Management........................................................1
M1...............................................................................................................................................3
P2 Strength and weakness of different approaches to recruitment and selection.......................3
M2...............................................................................................................................................5
D1................................................................................................................................................6
TASK 2............................................................................................................................................6
P3 Benefits of HRM practices.....................................................................................................6
P4 Measurement of effectiveness of key elements of human resource management.................9
M3.............................................................................................................................................10
D2..............................................................................................................................................10
TASK 3..........................................................................................................................................10
P5 Analyse the importance of employee which influence HRM decision making...................10
P6 Identification of key elements of employment legislation and impact on decision making11
M4.............................................................................................................................................13
D3..............................................................................................................................................13
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................15

INTRODUCTION
Human resource management of organisation is work as back bone of organisation. HR
department of the organisation helps in providing manpower, labour, employees, workers and
managers and leaders (Nel and et. al., 2014). Without these sources functions of business and
organisation are considered as worthless. Human resource management seeking out best
employees and managers who contains vast knowledge and expertises in business operations and
functions. HR department remains connected indirectly in achieving goals and objective of
organisation in effective manner. There are different approaches and methods of HRM are
discussed in this research. Hennes & Mauritz (H&M) company is opted to elaborate the
dimensions of HRM in an organisation. What are the scope, key sectors, and goals of
organisation and how HR department frame its management and strategies as per theme of
company described in this research report
TASK 1
P1 Range and intention of Human Resource Management
Functions and operations are the part of business and these functions and business are
operated by managers and leaders (Purce, 2014). HR professionals and managers of organisation
play vital role in framing business models and plans as per the nature and scope of organisation.
H&M is a fashionable clothing and accessories retail industry in UK. It provides a wide rage of
clothing brands for women, men and children. Its provides a complete package of shopping for
every age of groups. There are various type of clothing sections and categories are bifurcated in
specific manner. Customers get eligible to choose their favourite segments and styles of cloths
and accessories under one roof.
Its stores and management system is considered best model of representing the image of
organisation in UK fashionable retail industry. HR department is the only factor which makes the
operations and management run in impressive and effective manner in UK. HRM has wide role
in achieving the success and targets of H&M.
Objectives
HR department of H&M is responsible for providing resources as managerial and
operational managers to operate business functions. Below are some key criteria are discussed in
respect of H&M.
Managerial Functions
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These are the function which contains high multiple activities as decision making,
business strategies, making functional plans, growth models etc. HR professional have to use
their skills and knowledge to perform these functions.
Planning - HR department of company keep analyse the requirement of employees and
manpower as per various operational and functional department of company (Clark and et. al.,
2016). Strategies and plans are prepared around departmental requirements and needs.
Organising - After making plans and strategies it is decided that what are the people who
would take initiative to perform the task. HR department combines the task force from required
departments. Team members remain linked with the core departments and provide information to
HR departments.
Directing - HR managers form a team as per required criteria an give proper direction to
team members for fulfilling the task in given dead line. There are required suggestions and
solutions are provided by managers to guide the team and staff members.
Controlling - Monitoring and analysing are the main work which are done by managers
of human resource department. Performance analysation helps in maintain control and discipline
in actions of team members.
Operational functions
These are the functions which are performed to complete the further process of providing
human resources to organisation. These functions are found in every kind of business and
organisational structure.
Recruitment and selection - There is a report send to HR department of company in
which the certain details are mentioned. These informations are mentioned in respect of
requirement of employees in different departments of company. HR professional prepare a
formal documentation of employees requirement and forward the report to higher management
and authorities to get approvals for recruitment and selection of new employees (Daley, 2012).
Training and development – Candidates remain new to organisation, it is require to
inform them about the culture, theme and objectives of organisation. They get trained and taught
about the ethics and culture of organisation. Organising training and development program for
new recruitment is also one operational function which is performed by HR department of H&M.
Reward and recognition – Maintain a level of motivation in organisation it is require to
motivate employees by appreciating them. HR managers gives awards and recognitions in their
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streams who remains effective during the year in providing best employees and managers to
company.
M1
HRM functions are helpful in managing the operations and functions of company
(Flamholtz, 2012). Recruitment, selection, training, HR plaining, performance analysis and
appraisals are the functions which are used by HR department of organisation. Planning, staffing
helps in bifurcate the departments and functions as per requirement and nature of business.
Orientation and inductions programs are help to aware employees about the background and
structure of company. Rewards and recognition play motivating roles to achieve desired results
and targets in effective manner for an organisation. Create healthy and safe workplace
environment by resolving issues and problems of employees remain main motive of HR
department of organisation. Human resource management helps in access the task and projects in
systematic manner.
P2 Strength and weakness of different approaches to recruitment and selection
Recruitment strategies contains different type of exercises. HR managers have to evaluate
the abilities and specialities of candidates before selecting them in organisation. Recruitment
approaches and theories provides a path by which Managers get eligible to bifurcate the abilities
and capacities of candidates. It is very important to provide job to employees as per their suitable
area and as per their skills.
H&M is an organisation which is aligned in fashionable and trend clothing retail business
in UK. HR managers need to seek out effective and skilled salesmen, consultants, advisors,
employees and managers for better operations. There are different sources are used by
organisation to recruit and select employees. Below are strength and weakness are defined of
different recruitment approaches :
Recruitment and selection
approaches
Strength weaknesses
Internal recruitment Internal recruitment is one of
the cost effective and time
saving approach of recruitment
process. There are different
options and methods remain
There are different type of
internal conflicts and
discrimination occur due to
internal recruitments.
Managers remain in dilemma
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available to HR department to
fulfil the requirement of
employees in organisation.
Promotions, internal transfers,
internal job posting are the
most common resources of
internal resources.
to opt best employees to
recruit next level. There is
discrimination or conflict f
interest may happen in same
type of employees with equal
skills and capabilities.
Outsourcing It is one of external source of
recruitment and selection
process (Glick, Stein and
Edelson, 2011). Employees
and candidates are hired
outside form organisation or
by employees referrals.
Organisation get opportunities
to hire new employees and
candidates in organisation.
It is a time consumable and
cost expensive approach which
increase the cost of operation
and take too much time in
recruitment process. It
contains some personal interest
when employee refers their
knowing person to
organisation.
Employment agencies There are different
employment agencies and
consultancy firms are working
which helps organisation to
provide best and effective
employees to organisation. It
reduce the internal actors and
process of recruitment and
selection because all these
process are performed by these
agencies. Only final
agreements and formalities
remain aside in respect of
All supportive formalities and
process are perform by
external employment agencies.
Organisations remains away
from evaluating and measuring
the performance of employees
in organisation. It is one of the
major drawback of external
agencies approach.
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organisation.
Executive search firms Firms and executive agencies
are one of the external sources
which are used to introduce
new employees in
organisation. These are the
institutions and firms which
give training and coaching for
different streams and fields
(Gatewood, Feild and Barrick,
2015). Organisation get
effective and trained
employees by this approach
which is one of the positive
factor which attract HR
managers and professionals.
Employees and candidates ask
better remunerations and
payments to organisation.
Their expectations and
demands remain high which
remain difficult for
organisation. It is also increase
the cost of company in indirect
manner.
Internal recruitment service Internal recruitment
departments is made to find
out best and effective
employees in organisation.
Performances of employees
are recorded in such an manner
that managers get exact figures
in respect of employees. This
department make easy the
process of selections and
recruitment of existing
employees.
It contains high cost and
investment to from a septate
recruitment and selection
board of organisation. Expect
large scale organisation and
multinational companies it
become difficult to form a
separate department to
recruitment and selection
process.
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M2
Approaches to selection and recruitment process are the key factors which helps in
managing the HR functions in adequate manner. It is very important to introduce effective and
efficient manpower to organisation (Gruman and Saks, 2011). By proving skilled and
knowledgeable employees HR department put down half of the efforts to attain required and
desired results of organisation. Recruitment and selection process is considered as essential part
of organisation to place employees in organisation as per their skills and abilities.
D1
Human resource management of company implement effective strategies and plans which
help in achieving best fit manpower to organisation. It is estimated that effective and efficient
manpower is responsible to make operations and functions smooth and fluent (Renwick, Redman
and Maguire, 2013). It is considered by examples as Finance department needs a staff members
who could operate the functions and maintain accounting, financial and costing records of
company. Now HR managers will form their procedures and plan by covering all the required
areas. Job information and job description will be prepared on the basis of work criteria.
TASK 2
P3 Benefits of HRM practices
HRM practices are performed to maintain ethical and friendly environment in
organisation. There are different type of group of employees, employees, leaders and managers
work in organisation. All these people works together towards organisational goals and
objectives. These practices are performed in both the perspective as employees and employer. It
is found combine efforts of employees and groups of people in organisation in attain precious
goals and objectives of organisation.
HRM practices in respect of employees and employee
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(Source : Human resource management practices)
Practices For Employer For Employee
Analysis and design work It is the process which help in
building plans and business
models for sustainable growth
of organisation.
Employees get path to perform
and put their efforts towards
the aims and objective of
organisation.
Workforce planning It is a process which is used to
frame the procedures and plans
in practical manner. Work force
planning provides an overview
in respect of task and project to
employers.
It provide a right direction to
employees in reference of
given task and projects. This
helps in managing and utilising
the efforts of employees on
necessitate areas and fields.
Recruiting and selection This is the process which helps Employees keep align and
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in introducing new candidates
and employees to the
organisation. Employers get
benefits of new analysing the
performance of new employees.
motivated while working in
organisation. It helps in
increasing connectivity with
new employees and get chance
to interact new mind set.
Training and development For employees training and
development programs are
organised to improve leadership
skills.
For employer these process
helps in increasing the
productivity and efficiency
level. Organisation get
economical and effective
results in the end in the form of
increased profitability.
Performance management Preparing the graph and
diagram for evaluating the
performance of employees are
the main objective of this HRM
practice.
Employees remain bound and
perform their task in given
time limit. It helps in
maintaining discipline and
accuracy in actions of
manpower.
Rewords and recognition To motivate leaders and
encourage them for better
operation and management
prizes and rewards are
distributed.
Employees remain active and
fresh while performing the task
and projects. It helps in
maintaining effective and
healthy competition
environment among staff
members.
Employee relations Employer become able to
resolve the issues, conflicts,
challenges and problems which
occur while managing the task
force and employees in
Employees become ensure and
feel free to work in
organisation. They remain
effective and motivated for
organisational goals at every
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organisation. By resolving
issues and problems employees
create a friendly relation
between management and
employees.
level and stage.
P4 Measurement of effectiveness of key elements of human resource management
Effectiveness of HRM practices are evaluated on the basis of effective formulations and
planning (Hendry, 2012). HR department indirectly remains responsible for organisational
growth and success. It plays a communicator or conduction role in organisation. By performing
different type of HRM practices HR professional and managers try to form the task and projects
in direction of business goals. It helps in covering all the desired criteria and fields of working
for sustainable growth and profitability in organisation.
H&M is one of the organisation which requires effective and experts managers and
employees who could understand the dynamics of changes and behaviour of employees.
Organisational growth depends upon its capacity of earning profits and revenue. Customers are
the only factors which remain responsible in high profitability and growth of organisation. There
are some internal factors are also affect the profitability and productivity.
Training and development practice is one of the important and helpful HRM practice
which is considered beneficial to increase profitability and revenue of organisation. There are
different process and training programs are organised by HR departments and managers as per
the nature of business. For H&M managers need to form a training and development program for
employees to improve communication and convincing skills. It is required to convince the
customers and clients to purchase products of organisation. This practice of HRM will help in
maintaining control and management of actions and behaviour of employees.
Perfection and efficiency are the reciprocals to each other. Perfection comes from regular
efforts and practices. Training and development programs are organised to implement new
tactics and technology to perform the tasks and projects. There is an estimated graph of results
made behind every plan and strategy by HR professional. By comparing the actual results with
estimated and desired results effectiveness of HRM practices are evaluated. There are
supporting plans are made to recover and improve the required areas in Organisation.
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M3
HRM practices are implemented to manage human resource in organisation. It is
considered as essential to examine and connect employees and managers with the organisation.
Organisations structures remain divided in multiple structure. HR department remain responsible
to provide required help and support to functional and operational department of organisation. Is
can be understand by the example as H&M needs team of managers to support and manage the
stores at various destinations. Now the job specification and description will be prepared on the
basis of stores management requirement.
D2
There is an selection and recruitment program is formed in H&M company. HR
managers are required to examine the key areas and fields to specify job specifications. As
managing staff members, stock management, customer satisfaction and involvement are the main
fields which remain essential to implement the strategies and plans.
TASK 3
P5 Analyse the importance of employee which influence HRM decision making
Employee relations is one of the important factor that helps in proper functioning iof the
activities of the organisation . It is the responsibility of HR manager of the companies to make
sure that there is good relations in between the employer and the employee and also in between
employees as well. If there will be good relations inside the companies then the employees will
be able to perform their work effectively as they will discuss their work with each other through
which the activities will be conducted in a more effective manner (Guest, 2011).
In H&M also , maintenance of employee relations is very important since they are a retail
brand and dealing with the customers regularly and maintaining relationships with them is very
necessary for them . The HR manager of H&M believes that their employees are their assets and
they will not be able to conduct any operation if the employees will not work properly.
Employee relations are interrelated with all the objectives of the company because if employees
will behave in an effective manner then their performance will be increased and also productivity
of the company as well . The importance of HRM in influencing the HRM decision-making
are :-
Increase in the productivity – if there will be relations between the employees of the
organisation then the environment inside the organisation will be very pleasant as there will
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