Business Report

The Role of HRM Practices and

Organisational Development
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I confirm I have read and understood the above Student Declaration.

Student Name (print) CRISTINA CARAGIA

Signature Caragia

Date 11.06.2023
Table of Content

Introduction....................................................................................................................................................3
Detailed overview of Primark's organisational structure...........................................................................3
Strengths, Weaknesses, and Their Impact on the Performance of the Organisation.................................4
Strategic HRM of evolving the consequences on the global Retail Clothing Manufacture ring
organisation................................................................................................................................................5
Various HRM techniques are employed for recruiting and retention........................................................6
Analysing internal and external variables with examples.........................................................................7
Recommendations..........................................................................................................................................9
Job Description........................................................................................................................................10
Reports To:..............................................................................................................................................10
Job Overview...........................................................................................................................................10
Responsibilities and Duties......................................................................................................................10
Qualifications...........................................................................................................................................10
Job Offer Letter........................................................................................................................................13
Notes for Interview, Assessment and Selection Criteria.........................................................................14
Assessment Sheet.....................................................................................................................................15
Strengths of selection process..................................................................................................................16
Weakness of selection process.................................................................................................................16
Recommendations....................................................................................................................................16
Conclusion...................................................................................................................................................16
References....................................................................................................................................................16
Introduction
Any organisation's success depends heavily on human resource management (HRM). It includes
a range of duties and pursuits geared towards managing the most priceless resource an
organisation has: its employees. Organisations must have well-defined structures and processes
in place to manage human resources successfully. This study seeks to provide a thorough
framework for analysing and addressing HRM issues inside an organisation by outlining the
structure of a human resource management report. A human resource management report often
has several important sections, each of which serves a particular function. The executive
summary, introduction, literature review, methodology, findings, analysis, recommendations,
and conclusion are all included in this sectional breakdown. To provide a comprehensive grasp
of the HRM topic under research, each section is crucial. A human resource management report's
structure follows a logical flow, enabling a methodical investigation and assessment of HRM
challenges. Every section, from the executive summary to the conclusion, has a specific function
and adds to our grasp of the subject at hand. By adhering to this framework, businesses may
successfully address HRM issues and make defensible choices that have a positive effect on their
staff and overall performance (Harney and Alkhalaf, 2021).

Detailed overview of Primark's organisational structure

A well-organized framework underpins the extensive activities of Primark, a prominent global
retailer of apparel. This department works closely with the design and product development
divisions to offer clients a wide variety of appealing clothing options. Closely collaborates with
the design and product development divisions. Another important portion is the supply chain and
planning division, which organizes the delivery of products from suppliers to Primark's retail
locations. Primark also keeps a separate section for retail operations, which is responsible for
managing and running its locations. Store managers, floor supervisors, and customer service
representatives work in this industry to ensure that stores function well and those customers have
a positive shopping experience. From sourcing and manufacturing to retail operations, Primark's
organisational structure is made to support its worldwide operations (Tyler and Vachhani, 2021).
Strengths, Weaknesses, and Their Impact on the Performance of the Organisation
HRM's Strengths in the retail manufacturing sector include:

Recruitment and workforce planning: HRM is crucial in ensuring that the appropriate staff are
available to satisfy the operational and production requirements of the retail manufacturing sector. HRM
contributes to the upkeep of a capable and successful workforce by strategically planning and hiring
individuals with the required skills and credentials (Asamani, et al., 2020).

Training and development: The retail manufacturing sector frequently demands that employees have a
certain set of technical abilities. To help employees grow their abilities and keep up with technological
and industry changes, HRM supports training and development initiatives.

Performance management: HRM develops performance management solutions to make it easier to

evaluate and assess employee performance. HRM helps employees connect their efforts with
organisational objectives by creating clear performance targets and giving frequent feedback, which
improves both individual and overall organisational performance.

Employee motivation and engagement: HRM works to increase employee motivation and engagement
by putting initiatives like reward programs, and performance-based rewards, and creating a positive work
environment into place. Employee retention and performance are increased when workers are inspired
and engaged because they are more likely to be committed, devoted, and productive.

Employee relations: By implementing strategies like reward systems, performance-based rewards, and
developing a supportive workplace, HRM promotes employee motivation and engagement.

Weaknesses of HRM in the retail manufacturing industry:

Cost factors: The retail manufacturing sector is frequently defined by strong cost constraints.
Recruitment, training, and compensation initiatives are examples of HRM projects that can be costly and
present problems for the total budget. It can be difficult to strike a balance between the requirement for
cost-effective HR practices and the maintenance of talent and employee development (Gaur, 2021).

Rapidly changing workforce needs: Market demands, and technical improvements are two factors that
affect the retail manufacturing sector. To find and hire individuals with the essential skills and
competencies for future needs, HRM may find it challenging to stay up with the continually changing
workforce requirements.

Compliance with labor laws: The manufacturing for the retail industry is subject to several employment
regulations and requirements. It is necessary to ensure the management of these rules, which can be
challenging and time-consuming. Examples of such rules include those governing working hours, safety
measures, and employee rewards.

High turnover rates: Due to variables like seasonal demand swings, repetitious tasks, and a competitive
job market, the retail manufacturing sector frequently sees high turnover rates. The difficulty HRM faces
is finding and keeping skilled workers, which affects organisational stability and performance.

Comparing different areas of HRM and their contribution to organisational performance:

Recruiting and selection: The correct talent is attracted to and hired by the organisation through the use
of efficient recruiting and selection procedures. Bringing in workers with the necessary training and
credentials improves organisational performance by resulting in higher production and lower turnover.

Performance management: Organisations can set clear performance targets, track advancement, and
provide employees feedback thanks to performance management tools. Performance management
improves performance and productivity by assisting in the alignment of personal goals with
organisational objectives.

Pay and rewards: Offering fair and competitive pay and benefits is essential for drawing in and keeping
top employees. Employee morale, motivation, and engagement are all increased when they feel
appropriately rewarded for their work. This leads to improved performance and higher levels of employee
satisfaction (Walters, 2021).

Employee engagement and retention: Work-life balance initiatives, career development opportunities,
and other HRM activities aimed at enhancing employee engagement and retention all contribute to
organisational performance by raising employees (Tomasekova, 2019).

Strategic HRM of evolving the consequences on the global Retail Clothing

Manufacture ring organisation.
Human resource practices are coordinated with an organisation's overarching strategic goals and
objectives using a strategic HRM (Human Resource Management) strategy. It entails foreseeing
and adapting to shifts in the organisation's internal and external environment. Strategic HRM
would entail analysing how numerous elements are affecting the organisation in the context of
your selected organisation and modifying HR procedures, as necessary. Let us examine how
Primark's global retail clothes manufacturing organisation can manage the changing effects
(Pasha, 2022).

Talent Attraction and Retention: In a market that is becoming more competitive, Primark
should concentrate on attracting and keeping outstanding talent. This entails putting in place
efficient recruitment tactics, utilizing technology to connect with a variety of talent pools, and
developing a desirable employer brand. To strengthen the abilities of its staff members and
encourage engagement and loyalty, Primark can also invest in training and development
initiatives.

Worldwide staff Management: Primark, a worldwide company, must deal with the difficulties
of managing a varied range of staff across numerous countries and cultures. This entails fostering
inclusivity and diversity inside the company as well as being aware of regional labor laws,
cultures, and preferences. Collaboration across borders can be improved by putting in place
cross-cultural training programs and adaptable HR rules that consider various working styles
(Nazir, 2021).

Technology Integration: In the age of digital transformation, Primark should use technology to
increase communication, expedite HR procedures, and boost productivity. It is possible to
centralize employee data, automate repetitive operations, and provide analytics for data-driven
decision-making by putting in place a strong human resource information system (HRIS).
Primark might also investigate innovative technology like machine learning and artificial
intelligence to enhance its talent management procedures.

Employee satisfaction and work-life harmony: An organisation's culture can be improved, and
worker productivity can rise by emphasizing the value of employee wellbeing and work-life
balance. Primark can provide initiatives to encourage mental health and the integration of work
and life, flexible work schedules, and wellness programs. This can support a strong and
motivated workforce while assisting in attracting and retaining talent.

Succession Planning and Leadership Development: To secure a stream of qualified leaders for
future growth, Primark should invest in succession planning and leadership development
initiatives. Developing internal talent and reducing disturbance during transitional times can be
accomplished by identifying high-potential individuals, offering mentorship, and coaching, and
developing leadership development programmers.

Ethical and Sustainable Practices: Primark should give ethical and sustainable practices top
priority across its supply chain as a responsible global organisation. This includes encouraging
ethical labor practices, creating a safe work environment, and supporting environmentally
friendly production and procurement methods. By incorporating these ideals into its HRM
strategy, Primark can draw in socially responsible candidates and enhance its brand reputation.

The strategic HRM approach at Primark needs to change to reflect the effects of the expanding
global retail clothes manufacturing market. Primark may strengthen its competitive edge and
promote sustainable growth in the competitive market by concentrating on talent acquisition and
retention, global workforce management, technology integration, employee well-being,
succession planning, and ethical business practices (Adamson et al., 2021).

Various HRM techniques are employed for recruiting and retention.

The worldwide retail clothes manufacturer Primark uses a variety of human resource
management (HRM) strategies to attract and keep employees. These strategies are meant to draw
in qualified applicants and keep them on board for the long haul. Here are a few HRM strategies
that Primark frequently employs:

Job postings: Primark posts job openings through a variety of media, including newspapers,
career fairs, and online job boards. To entice potential candidates, the job postings display the
organisation's culture, values, and possibilities for advancement (Joglekar and Tan, 2022).

Talent Acquisition: Primark places a strong emphasis on finding qualified personnel through
recruiting, direct sourcing, and referrals. To find the best personnel in the sector, they could also
collaborate with recruitment firms.

Screening of Applicants: The organization also uses the process of screening individual
employees in the way of a first phone interview or a CV screening.
Competency-Based Interviews: To examine the individual's suitability in a several recruitment
scenarios, these types of interviews emphasis on situational questions and behavioural.

Assessment Centres : Primark organize assessment chambers for the potential employees who
are recruited based on their skills, capabilities and presentation, their job profiles.

Programmers for Employee Referrals: Primark encourages its staff to suggest qualified people
for available vacancies. When an employee successfully recommends a candidate who is
employed, the company frequently rewards them, encouraging a sense of commitment and
engagement within the current team.

Training and Development: To improve its employees' abilities and expertise, Primark makes
investments in their training and development. This covers both organized programmers and on-
the-job training to provide ongoing education and professional development.

Performance Management: A powerful performance management system is in place at

Primark, and it regularly gives staff members feedback and performance reviews. This aids in
identifying areas that require development and highlighting outstanding performers.

Initiatives for Increasing Employee Engagement: Primark focuses on enhancing employee

engagement through programmers for staff appreciation, team-building exercises, and employee
surveys (Cooijmans, 2023).

By putting these HRM strategies into practice, Primark hopes to attract qualified people, keep
talent, and foster a supportive and enjoyable work environment for its staff, assuring the
company's success in the retail clothes manufacturing sector.

Analysing internal and external variables with examples

Internal Factors:

Organisational Culture: As a major retailer of clothes, Primark has a culture that might affect
hiring decisions. For instance, HRM choices might be made to foster creativity and autonomy by
offering training and development opportunities if the firm has a culture that emphasizes
employee empowerment and innovation (Ramesh, 2021).

Workforce Skills and Capabilities: HRM decisions may be influenced by the workforce skills
and capabilities of Primark's employees. Recruitment or training initiatives to acquire or improve
certain skills may be part of HRM choices if the organisation needs a particular level of technical
expertise.

Organisational Structure: HRM choices may be impacted by Primark's organisational

structure, including its hierarchy, departments, and reporting lines. For instance, if the
organisation is decentralized, HRM choices can entail giving employees more power and giving
lower-level managers more responsibility.
Human Resources Policies: HRM choices at Primark may be influenced by current HR
policies. HRM decisions regarding attracting and retaining talent, rewarding performance, and
maintaining a healthy work environment can be influenced by policies about recruitment, salary,
performance management, and employee relations.

External Factors:

Legal and Regulatory Environment: HRM actions at Primark may be impacted by laws and
regulations about employment, labor rights, and health and safety requirements. The decisions
made about employee contracts, working conditions, and benefits may be impacted by
compliance with these rules and regulations, which is essential.

Labour Market Conditions: HRM decisions may be impacted by the situation of the labour
market, which includes elements like unemployment rates, the availability of talent, and salary
levels. For instance, to attract and keep skilled workers in a highly competitive labour market,
Primark may need to offer alluring compensation plans or use creative hiring techniques.

Technological Developments: At Primark, HRM choices may be impacted by technological

developments. For instance, implementing modern HR technologies like performance
management software or applicant tracking systems can improve the hiring and reviewing
procedures, resulting in more effective HRM decisions.

Economic Factors: Market demand, economic growth, and inflation can all have an impact on
HRM decisions. If Primark experiences a downturn in the economy, HRM considerations can
involve instituting temporary layoffs or other cost-cutting initiatives (Eisenberg, 2019).

Example: Consider Primark operating in a nation with stringent labour rules that govern
working hours and worker safety. In such a scenario, HRM choices must adhere to these
regulatory standards. To comply with the rules, Primark might need to design shift schedules,
offer suitable safety equipment, and hold frequent safety training. This illustration demonstrates
how the legal and regulatory environment affects HRM decisions on an external level (Xydis,
2019).
Recommendations
Several important recommendations can be made for the organisational development of Primark,
a multinational retail clothes manufacturing company. First off, spending money on training and
development programmers for employees will increase their knowledge and productivity, which
will help the business expand. Second, putting in place an impressive performance management
system will make it possible to create clear goals, receive regular feedback, and recognize
employees' accomplishments. Thirdly, encouraging a culture of innovation and ongoing
improvement will inspire creativity and aid Primark in maintaining an edge in the cutthroat retail
sector. Additionally, implementing sustainable practices across the entire supply chain will be in
line with changing consumer expectations and help the business succeed overall. Finally,
creating efficient communication channels and encouraging transparency will encourage
employee involvement and collaboration, creating a healthy work atmosphere. Implementing
these suggestions will help Primark improve organisational efficiency and keep its top spot in the
world's retail clothes market (Ramesh, 2021)
Job Description
PRODUCTION MANAGER

Reports To:

The Production Manager will be required to report to Line Producer.

Job Overview

The company needs a professional who can coordinate all manufacturing activities and oversee the
production process to ensure efficiency and effectiveness with the required resources being provided in
time.

Responsibilities and Duties

• Budget Preparation and cost estimation.

• Plan workers’ schedules.

• Oversee production and resolve queries.

• Purchasing machinery and ensuring its maintenance.

• Coordinate with other managers to set objectives and understand requirements.

• Performance evaluation of production personnel.

• Ensure that quality standards are being met.

• Assure health and safety of laborers.

• Timely completion of production process.

• Reporting to line producer.

Qualifications

● Master's degree in business management or administration.

● Prior experience of production as team leader, director, or manager.

● In-depth knowledge of safety regulations and legal compliances.

● Proficient in communication skills.

● Understanding of budgeting concepts and performance evaluation.

● Detail oriented.

● Decision making abilities with a result driven approach.

John D’Mellow
john92 @gmail.com
00000000
Looking forward to work with an organisation where I can utilize my professional training as
well as creativity to create magic and help in managing the production cycle.

EXPERIENCE
Unilever
Internship (January 2023 to March 2023)
Job Role:
• Provide administrative support.
• Coordinating with other departments.
• Maintain the performance evaluation sheet.

TECHNICAL SKILLS

• Microsoft Office Suite

• Power BI

EDUCATIONAL QUALIFICATIONS
Bachelor's in business administration
Manchestor Metropolitan University, UK

INTERPERSONAL SKILLS

Analytical
Communication
Creativity

DECLARATION

I hereby declare that all the details mentioned above are genuine to the best of my knowledge
and belief. 
Jesica Brown
LIVERPOOL, ENGLAND EC2M 7PP

JESICABROWN0@GMAIL.COM

Summary
Motivated production personnel with 5 years of professional experience in efficient management
and resource utilisation. Committed to strengthing customer experience through assured quality
and safe working enviornment.

Skill Highlights
• Value Stream Mapping
• Proficient in MS Office Suite Quality Assurance Controls
• Master Scheduling

Experience
Production Manager-
December 2020 - April 2023
NEXT - Liverpool, England
• Maintain quality standards.
• Approving maintenance of machinery.
• Resolve issues and employee queries.
• Prepare production budget.

Assistant Production Director-

March 2018 - November 2020
Hennes & Mauritz - York, England
• Procurement of raw materials.
• Provide administrative support.
• Coordinating with other departments.
• Maintain the performance evaluation sheet.

Education
MBA: Production Management
Newcastle University, UK

Declaration
I hereby declare that all the above mentioned information is true to the best of my knowledge.
Job Offer Letter

3rd June, 2023

Dear Jesica Brown,

We are excited to offer you the full time Production Manager position in Primark with an anticipated start
date 10th June, 2023. You will report directly to Mr. Harper, Line Manager. We believe that your acquired
experience and soft skills is a perfect match for our company.

As a Production Manager, the key roles, and responsibilities you are expected to perform are as follows:

• Budget Preparation and cost estimation.

• Plan workers’ schedules.

• Oversee production and resolve queries.

• Purchasing machinery and ensuring its maintenance.

• Coordinate with other managers to set objectives and understand requirements.

• Performance evaluation of production personnel.

• Ensure that quality standards are being met.

• Assure health and safety of laborers.

• Timely completion of production process.

• Reporting to line producer.

The annual salary for this position is £43,398 and payment will be on monthly basis through direct
deposit. The first payment made to you will be on 1 st July, 2023. As an full time employee of the
company you will also be eligible for additional rewards including healthcare insurance, paid sick leaves
and other benefits which will be elaborated to you in orientation package.

Please confirm your acceptance by signing this letter and returning it to us by 6 th June, 2023.

We look forward to have you on-board. In case of any queries contact undersigned.

Warm Regards,

Anna Watson,

Human Resource Administrator

Signature: ______________________________

Printed Name: ___________________________

Date: __________________________________
Notes for Interview, Assessment and Selection Criteria
5 interview questions to analyse problem solving skills and decision making abilities:

● How do you meet an order with a difficult deadline?

● Describe your experience with creating schedules and reports. Have you ever used them
to improve processes?

● Have you ever improvised or innovated a well-established production process? If yes,

how it benefited the company?

● You have a strict deadline to meet and machine fails; how will you tackle the situation
while also taking care of the employees?

● In your previous organisation, how did you ensured meeting quality standard in all
aspects of operations?

Jesica John Interviewee 3 Interviewee 4

Prior experience
in retail clothing
setor.
Decision making
abilities with a
result driven
approach.

Knowledge of
data analytics
tools.
In depth
knowledge of
safety regulations
and legal
compliances.
Communication
skills both written
and verbal.

Assessment Sheet
Strengths of selection process
This selection will critically evaluate the knowledge of the candidates and helps the interviewee
to determine if any improvement needed in the candidate. The above questions will help the
interviewee to check the communication skills of the candidate and allow them to see if the
candidate is able to communicate its knowledge and experience for this job role

Weakness of selection process

This interview is consisting of limited question which might not be able to identify the true
potential of the candidate. The candidate might have a different type of experience which can be
more useful and beneficial for the job role and provide more advantage to the company.

Recommendations
The organisation should include online assessment round in their selection process which will
help to identify the critical thinking skills of the employee and by adding more layers before
personal interview will help in filtering the candidate more critically which will losen the burden
for the interviewee.

Conclusion
This report discusses the Primark organisation of a global retail clothing manufacturer and
explains the strategies of the many aspects of HRM and how they contribute to organisational
effectiveness, as well as the strengths and weaknesses of HRM in the retail manufacturing
business. Relationship between strategic HRM and the evolving consequences on the Primark
organisation and also discuss the several HRM techniques employed for recruiting and retention,
Examining both internal and external factors within the Primark organisation in this business
report.

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