Evaluating HR Practices at Mother London: A Strategic Analysis

This report analyzes the HR practices implemented at Mother London, an advertising agency, to understand how these practices contribute to its success. The report begins by explaining the role of HR practices, such as resourcing, training and development, and performance management, in supporting different forms of capital within the agency. It then evaluates Mother London's HR practices through the lenses of Strategic Human Resource Management (SHRM), specifically the 360-degree feedback and fit or contingency approaches, and discusses the link between the agency's business strategy and its HR strategy. The report also explores the potential drawbacks of Mother London's recruitment approach and highlights key legislation and areas for consideration in recruitment and selection, including health and safety regulations, equality and diversity, employment rights, worker compensation, and employment relations. The conclusion summarizes the key findings, emphasizing the importance of effective HR management in contributing to Mother London's success.

Mother London

Table of Contents
INTRODUCTION...........................................................................................................................1
Main Body......................................................................................................................................1
a) Explain the role of HR practices in supporting the different forms of capital and how these
have contributed to the success of Mother.............................................................................1
b) Evaluate the HR practices implemented at Mother with the theoretical perspectives of
SHRM and discuss about the link between the business strategy and HR strategy...............3
c) key legislation and areas for consideration in recruitment and selection that might affect
Mother....................................................................................................................................4
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................7

INTRODUCTION
In Strategic Human Resource Management theories, HR practices increase employees
performance. These practices include staffing, planning, career plans, training, performance
appraisals benefits and compensation and others(Chadwick Superand Kwon, 2015). This report
will be based on Mother London agency. This report will explain the role of HR practices in
supporting the forms of capital. It will discuss potential drawbacks with Mother's approach to
recruitment. It will Evaluate the HR practices implemented at Mother with the theoretical
perspectives of SHRM. This report will illustrate key legislation and areas for consideration in
recruitment and selection process.
Main Body
a) Explain the role of HR practices in supporting the different forms of capital and how these
have contributed to the success of Mother.
HR practices are planned approaches to measure and manage effectively performance of
people. It enhances motivation, workforce, ability, opportunities. This system includes
development, staffing, recruitment, selection, compensation and benefits, designing and defining
work, health and safety of employees etc. There are some roles of HR practices have Resourcing,
Training and Development, Performance Management and Rewards.
Resourcing: Employee resourcing is part of recruitment and selection process. It is part
of personnel and development that focus on selection and recruitment. In this process qualified
candidates for a particular job is required. Mother Landon follows external recruitment process.
HRM is has roles and responsibility to hire applicant who justify the post and help to increase the
production of firm. For that agency to announce and advertise about the availability of jobs in
market and agency can seek applicants from the out sides. But in Mother London agency most
new comm-er applicants are hired by personal networks of senior staff. Whereas, in selection
process agency has to meet and ensure the capabilities of candidates (Society for Human
Resource Management (SHRM), 2016). Selection process provides information that help
managers to choose qualified applicants. Proper selection can help to reduce the replacement cost
and legal challengers and enhance the productivity of firm .
Training and Development: HR practises includes training and development which
improve the performance of current employees via increasing employees capabilities and
abilities, morale, enhance their skills and knowledge. Training is a learning process where
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workers get know about their skills that is required for job and weaknesses and strength. It is a
short term process, whereas development is systematic procedure where employees learn to
increase and enhance their skills and knowledge. It helps staff to bring effectiveness and
efficiency in their performance. Training and development help to change mindset of employees
and make them more competing and challenging. More challenging and motivated employees
work effectively to that brings more profit to Mother London. Performance of agency is based on
quality of workers and more the quality of workers bring more effective performance.
Performance Management and Rewards: Rewards and performance management is
used to formulate and implement the policies and strategies to reward the employees' equability,
fairly according to their work performance in the firm. Rewards can be tangible and non
tangible. Tangible rewards includes holidays, material objects, benefits packets like insurance,
time off etc, while intangible rewards includes awards, prizes, annual celebration for exceptional
performance (Dimba and Obonyo, 2015). Mother London follows annual system for appraising
performance. On the basis of previous year performance agency provide reward packages have
strong provision for time off, flexible hours and insurance for employees and for their family as
well. Providing rewards enhance the morale of employees. It helps Mother London retain
employees and reduce labour turnover.
By using right resourcing strategy, Mother London can bring potential and effective
employees. More effective employees will bring more productivity and profit. Proving right
training improve workers skill and knowledge that help them to work beyond their ability, while,
managing performance can help employees to understand their strengths and weaknesses and
they will work to improve themselves. Due to this Mother London achieve its business objective.
Potential drawbacks with Mother’s approach to recruitment
Mother London Follows the external recruitment process. This process has some
drawbacks. This process is longer and expensive because it requires extra cost for advertising,
arrangement of employees, vacancy announcement etc. This process can bring dissatisfaction in
current employees. If agency recruits new candidates then current workers may feel
dissatisfaction with their jobs and can leave the organisation. External recruitment is long or time
consuming process, it has many activities' and strategies to implement such as application
collection, vacancy announcement, review of application forms, selection process etc. This
process may bring issue of maladjustment (Uysal, 2015). There is possibility that new employees
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would not able to adjust in new environment. It can make unfavourable conditions or situations
for Mother London.
b) Evaluate the HR practices implemented at Mother with the theoretical perspectives of SHRM
and discuss about the link between the business strategy and HR strategy.
Two theoretical perspectives for Strategic Human Resource Management are 360 Degree
Feed Back approach and Fit or Contingency approach.
360 Degree Feed Back approach: In this approach employees get anonymous and
confidential feedback from their co-workers. This includes peers, managers and direct report.
Employees fill an anonymous feedback form that ask question covered with workplace
consistencies. Leaders and managers use this approach to survey employees performance and to
better understand their strengths and weaknesses. This approach give opportunity to develop skill
and knowledge that is required for their job (Forecast, 2016). 360 Degree Approach focuses on
competencies, behaviour, skills, performance objectives and job requirements.
Applying this approach to HR practices helps agency to provide feedback to employee
from various sources. It develops teamwork and strengths and accountability's and unveil the
issues that hinder the performance of employees. Reduce rates bias and discrimination tendency
and offers feedbacks to improve employees results.
Fit or Contingency approach: This approach is based on theory that management
effectiveness is dependent or contingent. This theory has two critical forms of fit. First is
external fit which referred to vertical integration that fits with demand or business strategies and
other one is internal fit which referred to horizontal integration that have HR activities and
policies. This approach provides basic framework for recruitment, selection, development,
appraisal, rewards to produce the required type of employees performance. Such as if agency
want united teamwork with sharing of information and support, they can implement.
Reward: Rewards should be based on team contribution and performance not on
individual outstanding performance.
Selection: Selection should be based on qualities of teamwork, sociable and hospital able
personalities rather than individual thinker who likes to work separately from team.
Appraisal: It should be based on contribution to team supports of other not on the
separate performance.
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Applying this theory to HR practices Mother London can ensure that the project is access
to the employees who can complete the task according to clients manner. This theory can be
effective when agency can completely control over the behaviour, roles and responsibility of
employees (Novac and Vidroiu, 2015). Through this approach, HR practices manage their
employees selection, rewards and appraisal. Due to fair reward and selection management
employees get engage towards agency and would work more effectively to achieve business
goals.
The link between the business strategy and HR strategy
There is strong connection between human resource management and business strategies.
Successful HR strategies are important for longevity and success of business. Human resource
strategies involves effective leadership with human resource to develop plans and implement
goals for human resource and all over business. Recruitment and selection process of human
resource management build effective and productive workplace. Developing effective strategies
by human resource strategies for recruiting and selection is the best employees affects firms
business. By maintaining positive and healthy environment can increase the level of employees
satisfaction and enhance their work ability to achieve business goals.
c) key legislation and areas for consideration in recruitment and selection that might affect
Mother
Safe and healthy environment need to enhance productivity of employees. It is necessary
to legislation for run business properly. There are some employee legislation that required to
implement at workplace.
Management of Health and Safety at Work Regulation 1999: Employer should
understand these regulation to provide their employees. There should be adequate lighting,
heating and ventilation at work place. Staff facilities that includes toilets and refreshment and
safety passageway for hazard. Under this law agency has to avoid activities that involve the risk
of injury. Ensure workers involvement in tasks so that injury in via manual handling can reduce.
Considering this legislation Mother London has to change its policies for providing better
workplace.
Equality and Diversity in the Workplace: Equality and diversity legislation
embrace the differences between people. Equality give equal opportunities for workers without
knowing their religion, gender, race or disability. For example, a blind employee may give
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special software for read information from a computer screen, whereas diversity means provide a
workplace culture where differer ideas and people are welcomed. Diversity help business to
grow with different variety of people with different thoughts. It gives agency a talent pool and
introduce a fresh point of view (Boselie, 2016). Considering this law affect agency positively
because implementation of this law strictly in firm engage employees more and increase its
efficiency as well.
Employment Right Act 1996: It is very important law for employees. Because it gives
essential rights to workers including the right of not to unfair dismissed. Employees must know
that the reason for dismissing and prove. According to this law employees should give notice
before termination. This law bring transparency between agency and employees. This act
strengthens the employee's right to appeal flexible working time, time off parenting eliminate
discrimination in workplace which can be based on sex, race, material status, ethical believe etc.
Worker compensation law 1909: Workers compensation provide them medical care and
benefits. This act gives wage replacement, medical benefits, mandatory relinquishment to
employees. Agency are required to provide compensate insurance to workers. It helps those
employees who sustained injury of work related. John Lewis Partnership provides compensate
benefits to take care their employee which directly related to firm's profitability. Applying these
policies for employees make them engage toward firm.
Employment relations act 2000: This act was established to provide structure for union
and organisation to enter and negotiate into unified agreement. It gives right to equality, resolve
the problem of discrimination, diversity at workplace (Zehir, Üzmez and Yıldız, 2016). This act
includes some duties and obligation of employers towards their workers such as permit
employees to take paid leaves, ensure safe place, non-discrimination, take responsibly for
employees action etc. Employment relation act decrease labour turnover that enhance
profitability of firm.
CONCLUSION
From the above study it has been concluded that effective human resource management
has contributed in success of Mother London. Role of HR practices have managed proper
resourcing process that helped agency to recruit or hire qualified candidates. That support agency
to increase its profitability. By implemented Strategic Human Resource Management Mother
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London has improved its performance management and reward system. Employee legislation has
engaged employees more toward Mother London.
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REFERENCES
Books and Journals
Boselie, P., 2016. Strategic HRM. In Encyclopedia of human resource management. Edward
Elgar Publishing Limited.
Chadwick, C., Super, J.F. and Kwon, K., 2015. Resource orchestration in practice: CEO
emphasis on SHRM, commitment‐based HR systems, and firm performance. Strategic
Management Journal. 36(3). pp.360-376.
Dimba, B. and Obonyo, P.K., 2015. Influence of culture on strategic human resource
management (SHRM) practices in multinational companies (MNC) in Kenya: A critical
literature review.
Forecast, S.W., 2016. Future insights: Top trends affecting the workplace and the HR profession
according to SHRM special expertise panels.
Novac, C. and Vidroiu, C., 2015. The importance of SHRM processes within the organizations
from Romania. In Proceedings of the 3rd edition of the Strategica International Conference.
Local versus Global (pp. 178-188).
Saha, N., Chatterjee, B., Gregar, A. and Sáha, P., 2016. The impact of SHRM on sustainable
organizational learning and performance development. International Journal of Organizational
Leadership. 5(1).
Society for Human Resource Management (SHRM), 2016. Employee Job Satisfaction and
Engagement: Revitalizing a Changing Workforce.
Sourchi, S.M. and Liao, J., 2015. The positive impact of high performance work systems
(HPWS) on employee commitment and self-sufficiency in strategic human resource management
(SHRM) in Kurdistan. European Journal of Business and Management,.7(3). pp.80-109.
Uysal, G., 2015. Stages, Content, and Theory of Strategic Human Resource Management
(SHRM): An Exploratory Study.
Zehir, C., Üzmez, A. and Yıldız, H., 2016. The effect of SHRM practices on innovation
performance: The mediating role of global capabilities. Procedia-Social and Behavioral
Sciences. 235. pp.797-806.
Online
Strategic Human Resource Management. 2018. [ONLINE] Available thought:
<https://www.deputy.com/blog/7-steps-to-strategic-human-resource-management>
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