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Human Resource Management - H&M

University: Walsall College London

  • Unit No: 9
  • Level: Diploma
  • Pages: 2
  • Words: 500
  • Paper Type: Assignment
  • Course Code:

    L/616/1805

  • Country: UK
  • Downloads: 0
Question :

Following questions need to answer by the researcher

  • Describe different purpose and functions of HRM which are applicable for resourcing an organization and for workforce planning.
  • What are the advantages and disadvantages of different approaches to recruitment and selection?
  • How the employer and employee can get benefit from different HRM practices  and explain that how can HRM practices can lead to increase in profit and productivity?
  • How employee relations are crucial in influencing HRM decision making and what are the impact of employment legislation on HRM decision making?
  • Explain certain illustrations related to the application of HRM practices in a work related content.
Answer :
Organization Selected : H&M

P2 Strength and weakness of different approaches of recruitment

External recruitment: External recruitment is the process in which organisations recruit precise candidate from outside of the organisation by using different methods such as campus placement, advertisement, management consultants, etc. In this type of recruitment business looks to fill the vacancy from any of the suitable applicant outside the business.

Advantages-

  • Outside people bring new talent to the organization as they have wider range of experience. In this recruitment larger pool of workers from which you have many options so best candidate can be selected in this process (Jackson, Schuler and Jiang, 2014).
  • Organisation receives variety of candidates who posses different skills capabilities and knowledge which help in attaining aim and objective of organisation.

Disadvantages-

  • It indirectly give impact to the financials because due to advertising and interviews required for the process so it will be expensive to the organization. It is a longer process and it may not be effective enough to reveal the best candidate.
  • It increases cost to organisation as management has to bear advertisement cost, interview cost and training and development cost.

Internal recruitment: In this type of recruitment business looks to fill the vacant position from within its existing workforce.

  • Advantages- People are already familiar with business , background and its operations. It is cheaper and quicker to recruit. It gives opportunities for promotion within business can be motivating.
  • Disadvantages- This limits the number of the potential applicants and no new ideas are generated. It may cause resentment amongst candidates who are not appointed. They may create another vacancy ( Budhwar and Debrah, 2013).

P3: Benefits of different HRM practices within organization

Employees and employers of H&M

  • Conflict resolution: The HRM practices of H&M helps in mediating dispute within organization, whether between employees or the employer. They interpret company policies and procedures and define appropriate workplace behaviour. The also attempt to resolve matters such as insubordination, poor attitude and other disrespectful behaviours
  • Training and development- Training and development of employees are essential as it promotes their growth and development. The HRM at H&M help workers by giving them training and development is another responsibility of human resource managers (Brewster and et.al., 2016 ). They organize training programs and determine the appropriate delivery method to introduce training material based on workers needs. Human resource managers are an asset employees may optimise to improve their sales or customer service skills. Human resources regularly provides training opportunities employees can take advantage of to gain additional experience. Further, human resources managers help workers develop a career track to pursue future opportunities.
  • Employee relations : Human resources managers at H&M provide support for employees who feel their rights have been violated. Employees who experience discrimination or harassment may contact human resource managers for assistance to remedy the situation. Human resources managers interpret anti-discrimination and harassment laws and assist employees with legal matters.

P5

Employee relations refers to the relationship between employers and employees. An organisation with effective employee relations will be able to sustain in the competitive environment. The HRM at H&M focuses on fulfilling need and expectations of employees in order to maintain effective relationship with them. To maintain healthy employee relations in the organisation is mandatory for the organisational achievement. The basic requirement is strong and mutual employee relations for high productivity and human satisfaction. Majorly employee relations deal with avoiding and resolving issues concerning individuals which might arise out of or influence the work scenario. HRM decision making process is highly influenced to employee relations. HR managers formulate policies in order to enhance employee relations within H&M.

Read this Sample: Employability Skill of Care Quality Commission

`Strong employee relation depends upon healthy and safe work environment, cent percent involvement and commitment of all employees, incentives for employee motivation, and effective communication system in the organization (Brewster and et.al., 2016.). Healthy employee relations lead to more efficient, effective, motivated and productive employees which further lead to increase in sales level. As sales is the lifeblood of any of the business. Good employee relation shows that employees should feel positive about their identity and their job as well as about being a part of such a great organization. Despite the importance of strong and healthy employee relations, there are circumstances in the life of every organization when employee and management relations are hampered.

M1

HRM functions can effectively improve skills and talent in the employees through training programs, allocation of roles properly, lining employees and resolving any issues related tot he workers. It helps in encouraging them and building good coordination among employees in various departments due to which they learn and improve their own capabilities.

M2 & D1

Recruitment process

Strengths

Weaknesses

External recruitment

Outside people bring new talent to the organization as they have wider range of experience. In this recruitment larger pool of workers from which you have many options so best candidate can be selected in this process

It increases cost to organisation as management has to bear advertisement cost, interview cost and training and development cost.

Internal recruitment

People are already familiar with business , background and its operations. It is cheaper and quicker to recruit. It gives opportunities for promotion within business can be motivating.

This limits the number of the potential applicants and no new ideas are generated. It may cause resentment amongst candidates who are not appointed. They may create another vacancy

M3 & D2

There are various methods used in HRM practices that helps in developing a strong workforce in an organisation such as H&M. These methods are highly effective in improving employees skills, productivity and performance with a business. For example – personality tests , qualities tests for recruiting and selecting human resources, training human resources.

M4 &D3

Human resources managers at H&M provide support for employees who feel their rights have been violated. Employees who experience discrimination or harassment may contact human resource managers for assistance to remedy the situation. Human resources managers In H&M interpret anti-discrimination and harassment laws and assist employees with legal matters.

REFERENCES

  • Brewster, C. and et.al., 2016.International human resource management. Kogan Page Publishers.
  • Budhwar, P. S. and Debrah. Y. A. eds., 2013.Human resource management in developing countries. Routledge.
  • Jackson, S. E., Schuler, R. S. and Jiang, K., 2014. An aspirationalframework for strategic human resource management.Academy of Management Annals.8(1). pp.1-56.
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