Analyzing HRM Practices and Employee Relations within Arcadia Group

This report delves into the Human Resource Management (HRM) practices within the Arcadia Group, a retail company. It explores the purpose and functions of HRM, including workforce planning, recruitment, selection, training, performance management, and reward management. The report examines the benefits of different HRM practices for both employees and employers, emphasizing the importance of employee relations in fostering a positive work environment and reducing conflicts. It analyzes the effectiveness of HRM practices in improving organizational performance and productivity. The report also discusses the impact of legislation on HRM decision-making, highlighting the influence of employment laws on protecting employee rights. Furthermore, the report examines recruitment and selection approaches, discussing the strengths and weaknesses of both internal and external recruitment methods. The study concludes by summarizing key findings and emphasizing the significance of effective HRM practices for enhancing overall company performance and addressing current organizational issues.

Improving HRM Practices within the
Arcadia Group

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Purpose and Functions of HRM...................................................................................................1
Recruitment and Selection Approaches of Organization............................................................2
Benefits of Different HRM Practices...........................................................................................4
Effectiveness of HRM Practices..................................................................................................4
Importance of Employee Relation in Organization.....................................................................5
Impact of Legislation on Decision Making of HRM...................................................................5
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Human resource management is the practice which is implemented in the organization for
the management of employees and people in the organization to improve the over all
performance of organization in the market place (Milliman and Clair, 2017). In an organization
the function of HRM is most important. This report is providing a brief of different functions and
practices of HRM that can help the company to prevent different issues with in the organization.
Arcadia group Public PLC is a retail sector company which is selling range of cloths, shoes and
accessories for different age groups. Arcadia group was founded ion year 2002 by sir Philip
Green. There are total number of 22000 employees who are serving for Arcadia Group.
Headquarter of organization is in London, W1, united Kingdom.
MAIN BODY
Purpose and Functions of HRM
Human Resource Management coordinates the people and employees of organization to
achieve specific goals of company (Tzabbar, Tzafrir and Baruch, 2017). To complete pre defined
goals of organization HRM performs different functions like staffing, training and development,
reward management and employee relation management. These all functions are about
development of individual employee in company.
Workforce Planning Practices of HRM
In the organization to obtain maximum efficiency various operations are performed by
human resource department. The functions which are related to work force management are
recruitment, selection, training, development, on-boarding, job analysis and performance and
reward management.
Recruitment and selection
This is one of the most important function to recruit and hire the best suitable candidate
for the current vacant place in the company. The performance of the organization is based on the
performance of employees for this right selection of right person is needed.
On-boarding
In this process or function of HRM the recruits are introduced to the employees and
organization to make them families to the work culture and environment. This help the
employees to perform better in the company.
Training and development
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This function of employees is important for consistency of performance. The monitoring
action is performed by the HRM to track the behaviour and performance of employees to
analysis their individual efficiency and suitability of their skills. Is some of the employees are
lacking at somewhere the relevant personal and professional training is providing to them to
improve their performance to improve overall performance of organization.
Performance Management
The performance management function of the HRM is related to the performance of the
employees and complete organization. The performance management is basic work of HRM and
in this function different aspects of employee and organization performance are analysed by the
HR department to take important decision about company procedures and methods.
Reward Management
This function is all about employee motivation. In this function employees are praised
and rewarded on better performance for motivation and encouragement. This hel;p the
organization to encourage other employees to perform better in their operations.
These functions of the organization are related to the workforce planning. By performing
all this functions HRM manages the workforce of the organization to maintain the productivity.
The current allegation on the company are not good for the image of the company and this issues
of the employees can be resolved by implementing modified policies that can favour employees
and help them to perform better.
Recruitment and Selection Approaches of Organization
Mainly there are two types of recruitment and selection approaches used by organization
and this two source of recruitment are internal and external sources. In the internal recruitment
the HRM select one of the current employee for the particular vacant place in the organization.
In the external sources of recruitment company conducts different type of drives to recruit
employees.
Internal Sources
In the internal recruitment different approaches are used by organization which are
promotion, transfer and employee referral. These three are the main approaches of internal
recruitment. Through the promotion current employee is promoted to senior position as per their
performance in the Arcadia Company(Donate, Peña and Sanchez de Pablo, 2016). In the transfer
approach if there is any vacant place in the company then by performing intercity transfer the
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vacant place is full filled by company. The last approach of the company in the internal
recruitment is by employee referral. In this approach the on the referral of employees company
select or recruit the candidate for specific position.
Strengths
1. This method is cost efficient and faster way of recruitment.
2. Employees are familiar to organization.
3. Motivation can be performed by this.
4. Company knows every thing about employees.
Weaknesses
1. Less options are available for selection.
2. Less innovation in this process.
3. It can cause conflicts between employees.
External Approach
In the external type of recruitment and selection various kind of approaches are used
which are private employment agencies, education institutes and by Advertisements. In external
recruitment and selection employees or candidates are selected outside from the organization.
Company approaches the employment agencies to higher suitable candidate for job opening in
company. Arcadia Company conducts different recruitment drives in the educational institutes to
higher fresh talent (Vanhala and Ritala, 2016). The last method of recruitment and selection is by
ask for applications for the job opening by promoting the vacancy on print media and digital
media.
Strengths
1. Fresh talent is highly skills and technically sound.
2. High number of options for candidate selection.
Weaknesses
1. This takes long time.
2. Needs extra high capital to conduct external drive.
3. The expectation of freshers is high.
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Benefits of Different HRM Practices
Different practices of HRM are designed to improve the performance of organization. To
improve the productivity and profit HRM conducts different operations that are good and
effective for both employees and employers.
Employee
The employees of the organization are key factor to the performance and productivity of
company. The actions and practices of HRM mostly based on the performance and satisfaction
of employees. To motivate employees different actions are taken by HRM department. By the
recruitment employees get entry in the Arcadia company which is beneficiary for them. Practices
of training and development helps employees to improve their personal and professional skills.
The personal skills of employee is good for long term benefits which are good for carrier of
individual person. Reward management and performance management provide financial profit to
employees this is how the different practices of employees are good for employees.
Employees
All the thing a employer want is to get maximum positive output from the business at less
input. This is the purpose of HRM is to focus on employee performance to get highly possible
profit in the business. For better output Hrm perform selection of better efficient employees. In
the on boarding process information of organization is provided to recruit to make person aware
of company processes (Hassan, 2016). The recruitment and development improve the individual
performance of employee and that contributes in overall performance of employee. By following
these practices the better performance and output can be provided to company owner. The
different allegation on the organization also can be minimised by this practices of company.
Effectiveness of HRM Practices
The organizational performance and productivity of the organization is based on different
factors with in the organization. It is work of Human resources' management is to look out all
different factors of organization which are related to people of Arcadia company. Focus of
Human resource department is to improve the operations of organization. The practices make the
operation of the company more efficient, effective and technically sound for goal completion.
The operation and functions of Hrm are depended on the company goals. If the working of
organization is result and process oriented then the productivity of organisation will be higher.
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Work efficient and trained employee lead the organization towards the success. The current
issues company have faced can affect the productivity of Arcadia group.
Importance of Employee Relation in Organization
Environment with in the organization is dependent on the relation between the
employees. By maintaining better employee relation can help the organization to reduce
conflicts between the employees. The different issues like gender discrimination, harassment and
favouritism can reduce the productivity and performance of organization. Better environment can
be created by improving employee relation on the work place. If the employees of the
organization are not behaving in the right manner that can create conflicts. Acts of sexual
harassment and bullying can reduce the performance of individual employee and it is not good
for organization. Different alligation company have currently faced are the result of this worst
employee relation on the work place (Zibarras and Coan, 2015). This affect the operations and
decision of HRM. Decision of HRM will be influenced by behaviour of employee and
environment of work place. For example for Arcadia group the approach of the HRM will be
focused to develop better workplace for employees.
Impact of Legislation on Decision Making of HRM
The policies of the HRM moves around the employees. Legal body of United Kingdom
has decided different legislation to protect different rights of employees and labours. The acts
like employment act 1972 and civil right act 1964 is protecting the employees against the
different work place discrimination and harassment on the work place. The acts like pregnancy
discrimination act 1978 id protecting rights of women. These are the different laws of work place
force the HRM to take the decision accordingly. This is how the decision or HRM are affected
by various laws of legal bodies.
CONCLUSION
This study is concluding different practices and function of HRM in Arcadia to improve
the productivity and performance of company. The purposes and function of the HRM has been
learned in report. The positive impact of HRM practices on the performance and productivity has
been evaluated in the study. The impact of legislation on the decision making of HRM is stuidied
in the report.
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REFERENCES
Books and Journals
Milliman, J. and Clair, J., 2017. Best environmental HRM practices in the US. In Greening
People (pp. 49-73). Routledge.
Tzabbar, D., Tzafrir, S. and Baruch, Y., 2017. A bridge over troubled water: Replication,
integration and extension of the relationship between HRM practices and organizational
performance using moderating meta-analysis. Human Resource Management
Review. 27(1). pp.134-148.
Donate, M.J., Peña, I. and Sanchez de Pablo, J.D., 2016. HRM practices for human and social
capital development: effects on innovation capabilities. The International Journal of
Human Resource Management. 27(9). pp.928-953.
Vanhala, M. and Ritala, P., 2016. HRM practices, impersonal trust and organizational
innovativeness. Journal of Managerial Psychology. 31(1). pp.95-109.
Hassan, S., 2016. Impact of HRM practices on employee’s performance. International Journal
of Academic Research in Accounting, Finance and Management Sciences. 6(1). pp.15-
22.
Zibarras, L.D. and Coan, P., 2015. HRM practices used to promote pro-environmental behavior:
a UK survey. The International Journal of Human Resource Management. 26(16).
pp.2121-2142.
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