Human Resource Management Strategies, Zara's Employment Model Analysis

This report provides a comprehensive analysis of human resource management (HRM) strategies implemented by Zara, a multinational company. It explores the value creation through various HRM strategies such as individual development, performance-based compensation, and information sharing. The report evaluates the impact of regional and national culture on HRM practices, utilizing Hofstede's cultural dimensions to understand the influence of culture on areas like power distance, individualism, masculinity, and uncertainty avoidance. Furthermore, it identifies Zara's model of employment, focusing on fair remuneration, professional development, and workplace safety. The report contrasts HRM with personnel management, highlighting key differences, and examines Zara's HRM practices in an Asian context, including performance management and candidate hiring processes. It also addresses the importance of local culture and discusses hiring and firing policies. Finally, the report offers recommendations to improve HRM practices to enhance organizational performance.

Human Resources
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Determine value was created by the chosen organisation by using human resource strategies. .3
Evaluate the impact of regional and national culture on HRM practices in the country.............4
Determine organization’s model of employment and state the organisational levers used by the
firm to create value......................................................................................................................5
Determine the difference between HRM and Personnel Management as a benchmark and
discuss HRM practices of the firm in the Asian Country............................................................6
Determine importance of local culture and human resource management practice needs to be
implemented and the practices need to carry out human resource management practices for
hiring and firing policies in international-subsidiary...................................................................8
Determine the differences in terms of employment leglisations when international HRM
changes local business systems...................................................................................................8
Using examples of different organisation state good HR practices and literature......................9
Give required recommendations that the employers pertaining to HRM practices to ensure that
the organizational performance is high and to improve the current human resource
management approaches............................................................................................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management is nothing but managing the human resource capital of the
workplace which becomes an important tool in order to coordinate the efforts of each individual
and accomplish organizational objectives. Wherein the human resource management involves
everything right communicating the organizational objectives, managing the working
relationship and everything to bring productive in the workplace. The human resource manager
has to shoulder different roles and responsibilities right from communicating, taking employee
concerns and deploying the task in order to accomplish business success. In context of Zara
which is multinational company famously known for delivering its quality services to the
international customers. It is a UK based multinational company which operates in different
countries including in Asia. Zara Company is a Spain established organisation funded in the year
1975 by Amancio Ortega and Rosalia Mera about 46 years before in Spain, UK. The products
include high end fashionable apparels, footwear, accessories, swimwear, perfumes. Taking Zara
in order to support relevant examples of the report, this report delivers the different human
resource strategies that the organisation follows, the impacts of the regional and national culture
on the practices of human resource management, determination of the organizational model
chosen by the organisation, the differences between the human resource management and the
personnel management, the hiring and the firing policies practices in the workplace, differences
of the employment laws practiced, good corporate examples of the human resource management
policies and the recommendation in order to improve the human resource management in the
workplace (Analoui, ed., 2017).
MAIN BODY
Determine value was created by the chosen organisation by using human resource strategies
The human resource manager serves the business purposes which involves taking
different measures that best suits the organizational purposes in the business environment. These
human resource strategies taken by the human resource manager in Zara are as:
Individual development: Individual development in order to deliver value to the stakeholders of
the business is an effective strategy wherein the business can address the right business purpose.
For this, the human resource manager in Zara formulae strategies to focus on individual

development and growth by rendering proper business Trainings and job rotation system so that
the individual is able to experience the best out of specified areas of the job that he/she is
working (Chatterjee, 2016). The human resource manager focus on individual development by
implementing strategies that pushes each individual in order to give their 100% in the workplace.
With innovative measures the business stimulates the employees to engage in different business
activities that further serves the business to deliver value to the stakeholders.
Performance based compensation: the human resource manager in the association deliver
additional compensation to all the employees at work in accordance to the quality of the
performance of the employees. Performance based compensation is an effective technique that is
widely used in order to motivate the employees to work better and attain the higher
compensation offered by the organisation. This is an effective technique that has shown amazing
results in the past in the workplaces wherein the employees get highly dedicated to work better
and fulfil the high working standards of the organisation. It also creates a healthy competition in
the workplace that motivates the employees in order to get above and recognition as compared to
other working staff in the organisation (Crawshaw, Budhwar and Davis., eds., 2020).
Information sharing: information sharing is an important tool which is crucial at each level and
each department of the organisation. Wherein the employees must be well aware about the latest
business information that what are the business policies, technologies, strategies, working
environment, working employees and so on that is important for every employee to know.
Human resource manager in Zara delivers the all the relevant information to all the employees in
a workplace, so that the employees right understand the real objective for working in the
association. The right way of delivering the information to the employees in the organisation
involves effective communication channels, interaction among the employees, involving
employees in the decision making are of the ways wherein the employees can deliver the keep
the employees informed about the organizational policies (Dessler, 2016).
Evaluate the impact of regional and national culture on HRM practices in the country.
In order to determine the importance of the local culture, Hofstede culture is being
applied in order to determine the significance of the culture on the human resource management,
these are discussed below:
Power distance

Power distance is determined by the power that individual enjoy while in the higher job position.
People living in UK does not believe in power distance thus, the human resource manager
implement policies by equal opportunities and rights to the employees at work.
Individualism and collectivism
People living in UK believe in individualism instead of collectivism wherein they want to take
all the decision by themselves. The human resource manager develops policies in order to give
employees the freedom so that they are able to make the important decision pertaining to the
specific job position (Edwards, 2017).
Masculinity versus femininity
People living in UK believes in delivering equal and fair opportunities to both men and women.
Thus, the human resource manager in Zara delivers equal opportunities of growth and job
appraisals to both men and women in the workplace.
Uncertainty avoidance
People living in UK are very outgoing and risk taker thus they the human resource manager in
Zara UK formulates policies that flexible that satisfies the presents business events.
Determine organization’s model of employment and state the organisational levers used by the
firm to create value.
Employment model is defined by the approach or measure that a company takes in order
to accomplish employee productivity in the workplace. Wherein it becomes it important in order
to address all the needs and objectives of the employees for which they come to the workplaces
(Lawler III and Boudreau, 2015). The human resource manager in Zara adopts different
measures in order to address employee’s satisfaction and their will over understanding the
employee behaviour and deliver them all such necessity that satisfies their needs, the
employment model undertaken by the human resource manager in Zara are as:
Fair remuneration: delivering fair remuneration to the employees is an important tool that
motivates the employees in a workplace. Wherein employees come in order to address the
financial stability and the professional growth. When an employee finds financial stability in a
workplace wherein he/she finds that the job he/does is worth the salary he/she draws helps the

employees in order to feel loyal to the employees. The human resource manager in Zara delivers
the fair and equal pay to the employees as per the job and the services offered by each
employees, this helps in bringing employee satisfaction where satisfied employees stay longer
with the organisation and dissatisfied discontinues to deliver services to the workplace.
Professional development: another great objective after financial stability that the employees
comes to the workplace in order to address the growth opportunities wherein an employee’s gets
to learn out from the job they perform. The human resource manager in Zara renders growth
opportunities to the employees so that the employees are able to enhance their skills in which
they have acquired the education; it also helps to them to gain new employment experiences.
Growth opportunities helps the employees in order to satisfy their development needs, moreover
it benefits the organisation in order to accomplish the productivity and efficiencies in the
workplace (Macke and Genari, 2019).
Workplace safety: workplace safety plays an important role in order to deliver the employees
the positive work environment which they deserve so that they are able to work peacefully.
Wherein the human resource manager in Zara undertakes the different approaches so that the
employees feels safe in the workplace, these involves laying basic norms that must be complied
with all the employees at workplace including how to behave and communicate in the workplace
in the most ethical manner. Workplace safety further helps the employees to do any task without
any interruption which also helps the business to achieve with the quick execution of the task
assigned (Miebach, 2017).
Determine the difference between HRM and Personnel Management as a benchmark and discuss
HRM practices of the firm in the Asian Country
Differences between the personal management and the human resource management
using the Storey’s 27 points of differences, these are discussed below:
Personnel Management Human Resource Management
Personal management is everything which is
determined by the employee relationship,
engagement and managing the performance of
each employees in the workplace.
The human resource management is defined
by managing the workforce of the
organisation, by staffing, organizing the
organizational function by rightly deploying
each individuals in the employees in the

respective job positions
The role is evaluating the job role of the
employees.
The human resource manager evaluates the
performance of the employees.
The decision making process is slow The decision making process is quick
The mode of communication between the
personnel manager and the employees is
indirect
Human resource manager uses the direct
method of communicating with the
employees.
The personal manager focusses on
accomplishing the performance management,
training and maintaining the harmony in the
workplace
Human resource management focuses over
staffing the best manpower in the
organisation, managing the performances of
the employees and conducting the business
functions in the most effective manner.
Personal management and the human resource management practiced in the association is:
Performance management: the personnel manager focuses on keeping an eye on the individual
performances of each employee, wherein the personnel manager checks whether the
performances of the individual matches the performance of the standard working performances
set by the organisation which means. Thus helps to determine the capabilities of the individual
while doing any job assigned. The personnel manager also gives focused attention and guidance
to each on Zara, send special attention by delivering feedbacks of the performance by
highlighting the actual performances which further also helps different individual in order to find
out the grey areas or the strengths in the performance and thus manage all the efforts in order to
accomplish the standard of the performances in the workplace (Nankervis and et.al., 2019).
Hiring the candidates: the human resource manager in Zara hires the most desirable candidates
in the workplace with the sole motive of filling the vacant job post with the most skilled
manpower. Hiring becomes an importance aspect for the human resource manager which
involves identifying the most suitable candidates that best suits and fulfils the organizational
working standards. Wherein the human resource manager chooses from the large number of
candidates and hires the best who satisfies that set of skills required for the job requirement.

Determine importance of local culture and human resource management practice needs to be
implemented and the practices need to carry out human resource management practices for
hiring and firing policies in international-subsidiary.
Hiring and firing policies practiced by the human resource manager in Zara:
Hiring policies
Satisfy the job Requirements: Employees list satisfy the job requirement of the business
wherein the employees as recruited as per the requirements of the job wherein their skills are
being matched as per the job requirements wherein the employees need to be highly competent
and skilled in order to accomplish the standards set by the association at work.
Background check: While recruiting employees at work the human resource manager must
check the background of the employees that whether they have any criminal records any other
past records that violates the security measures of the organisation.
Firing policies
Comply with the security measures: Employees in the association must comply with all the
legal norms and policies framed by the company, if any employees do not comply with the
security measures then the employees must be fired from the job position (Pak and et.al.,2019).
Performance level: Employees comply with the standard of the performance in the workplace
wherein the employees must work as per the pre-determined working ethics in such instances the
employer can fire the employee from the association.
Determine the differences in terms of employment leglisations when international HRM changes
local business systems.
There are different employment laws implemented by UK government, these are taken in
account by Zara in order to carry organizational activities in the most ethical and legal manner.
These employment laws are as:
Employment rights act, 1996: This law is determined to provide rights to the employees by
delivering them equitable leaves in different situations. Human resource manager in Zara
complies with this law and delivers required leaves to all the employees in the workplace (Soltis,
Brass and Lepak, 2018).

National minimum wage act, 1998: National minimum wage act was implemented in order to
deliver fair remuneration to the employees so that the employees are able to address their
financial needs.
Zara is also operating in India, some employment laws practiced by company in UK is:
Equal remuneration Act, 1976: This states to give equal remuneration to all the employees at
work. When the HR manager in Zara delivers equal and fair remuneration to all the employees
be it women or men in accordance to their work performance.
Health and working conditions code 2020: the human resource manager in Zara India
implements this law which states to deliver proper and safe working conditions, with job
security, implement norms to maintain discipline in the working conditions, healthy working
conditions so that the employees feel comfortable in the working environment (Sparrow,
Brewster and Chung, 2016).
Using examples of different organisation state good HR practices and literature
Some of the good human resource practices are discussed below with relevant
organizations examples:
Marks and Spencer
Marks and Spencer which is British multinational company based out of UK, follows human
resource policies by training and development to the employees so that they are able to work
better and render performance as per the determined standards in the workplace. Training and
development also helps the employees in order to enhance their skill set and accomplish
professional development at work.
Tesco
Tesco is a British multinational retailer delivering grocery items to the employees, wherein the
human resource manager in Tesco follows uses the HRM strategy for delivering right
compensation facilities to the employees in the work so that the employees feels satisfied with
job by delivering them the financial stability to the employees which brings them to stay loyal
with the organisation for the long period of time (Strohmeier and Piazza, 2015).

Give required recommendations that the employers pertaining to HRM practices to ensure that
the organizational performance is high and to improve the current human resource management
approaches
Here is some recommendation that the particular association can deploy in order to
improve the HRM practices, these are discussed below:
Effective communication: The organisation must deploy effective communication in the
workplace so that the employees are able to deliver their issues and concerns which they don’t
feel right, moreover addressing their own innovative ideas and opinions for every important
decision making will help the association wherein the employees feel engaged and valued in the
organisation further improves the employee relationship (Troth and Guest, 2020).
Performance appraisal: performance appraisal can be another tool in order to motivate the
employees so that they are able to work better in order to get recognition in the workplace
wherein the human resource manager should render both financial and non-financial incentives
to the human capital so that employees work well and motivates them to enhance their
efficiencies by fair opportunities.
Professional development: The human resource manager in Zara should deliver professional
development opportunities by proper training and deploying the employees into new project that
would help the employees in order to enhance their existing skills and competencies. It also helps
to satisfy the human capital as they are able to accomplish both professional and personal
development by developing their soft skills and technical skills (Trullen, Bos‐Nehles and
Valverde, 2020).
CONCLUSION
Thus, the above report reflects the importance of the human resource management in the
workplace, with the detailed investigation of how the human resource manager undertakes
different development approaches in order to manage the human capital of the organisation. The
report covered the employment model which means everything in order to bring employee
retention and job satisfaction at the workplace in order to accomplish the set of working
standards, the employment laws practiced and followed in different business operating countries
how the culture for specific geographical location affects the business performances, the report

was also stated with some good examples of organisation following HRM practices, the human
resource strategies followed in workplace and the difference between personal management and
human resource management. At the end, the recommendations determined that how the chosen
business organisation can improve the human resource strategies in order to accomplish the
desired outcome.

REFERENCES
Books and Journals