Analysis Of Arcadia Group Ltd.

There is a positive relationship between HRM practices, organizational commitment and organizational behavior (Arnett and Obert, 1995). All HRM practices and initiatives are applied for attaining the same organizational objectives. HRM perspectives can be substantiated as the acceptable or incorporation concept (Sivasubramanian and Koreck, 1995).

Feedback is important as it sets up targets; the person knows what to improve. It motivates people and helps them to focus. It helps identifying the strengths and weaknesses. It expresses what is important to the organisation and the job and reduces uncertainties in people.

By getting feedback, we can identify areas for improvement, eg, somebody says you need to learn to cook, we can then ask for help or training from our manager.

After reviewing chapter 13 of Human Resource Management: Acquiring and Building Employees’ Skills and Capabilities; I have reached the conclusion that the best way to improve the management of human resource is to:

Managers need to give effective feedback to help staff understand what they've done well, identify issues so that adjustments can be made and develop new skills and behaviours to improve performance as an individual and that of the team. Use steps to help you

1. www.arcadia.co.uk Arcadia Group Ltd – for Evans, Wallis, Dorothy Perkins, Burton, Topshop, TopMan, Miss Selfridges and Outfit

It is important for employees to receive benefits that meet their needs. When employee needs are met they are happy, turnover rates may decrease, and employees complain less. Employees are more likely to do a better job because they feel appreciated and needed at work which boosts the workplace morale. HRM goals will be met in that employees will be doing a great job, which allows them maintain the effectiveness of the company. HRM’s goal is to keep the company running to continue to produce a positive profit and this can be done if employees are taken care of properly.

HRM activities are also critical to an organization whether for-profit or non-profit in that, they increase employee/worker knowledge, skills, and abilities (KSAs) (Huselid, 1995), as well as consider factors of recruitment and motivation (Taylor, Darcy, Hoye, & Cuskelly, 2006).

When feedback is effectively delivered, employees gain a sense of respect and appreciation from the employer, feel supported and capable in their roles, as well as motivated to advance within the company (Sun, Aryee & Law, cited in Sommer & Kulkarni 2012). Data proves that organisations with a feedback friendly culture are more economically competitive (Baker; Chatman & Cha, cited in Baker et al. 2013), as employees feel more integral to the business, with added employment security, which can increase teamwork and productivity (De Janasz et al. 2014). This facet results in organisations maintaining dedicated personnel who see the company success as a reflection on their own (Baker et al.

Human Resource Management (HRM) is the terminology used to illustrate formal systems devised for the management of people within an organization. It is the method of managing an organization or company that is directly related to the employees of that particular organization. The success of a business often rely heavily on the performance of managing human resource. Maximizing the desires and benefits of an organization and helping a business grow by rewarding employees to help motivate and push them in their performance is one of the main aim of HRM. By doing this, it will have a positive impact on both the company and it’s entire organization.

In an article from the U.S. Office of Personnel Management [OPM] (n.d.) it stated that “without feedback, you 're walking blind, at best, you 'll accidentally reach your goal, and at worst, you will wander aimlessly through the dark, never reaching your destination.” Feedback is a critical element in a managers “toolbox” when evaluating employees. It gives an employee a view of how good or bad their previous performance was and what or if they need to improve in their performance. It also reduces

It makes it realistic by motivating the workforce, developing commitment in them and improving communication.(Armstrong M,2003) Traditional Personnel management deals with short term planning and controlled externally. With employee relations’ perspective, it has low trust and less communication. It has lot to do with labour management.(limited to the people and not deals with strategy) On the other hand, HRM emphasizes that employees are critical to achieving sustainable competitive advantage and is central to organisational strategic performance.(Bratton and Gold,1999).HRM plays great role with organisation’s corporate strategy. But to do this, all HR strategies must be integrated and must be in line with overall business strategies.(Lecture Notes,2004 Topic 1)

Their various HRM practices allow them to attract and retain the best staff and deliver on their service mandate. At a functional level they have implemented HRM practices to align the leadership, skills, induction and socialisation, training, development, rewards and recognition, remuneration, career progression as well as transformation with the strategy of the company.

According to Decenzo and Robbins (1994), “Human Resource Management is a process of procuring, developing and maintaining the performance level of the employees to achieve the organizational goals in an efficient and effective manner”. The HRM practices of recruiting and selecting employees, training them for their job, evaluating their

The HRM activities includes recruiting candidates, selection, orientation, managing their behavior, performance appraisal, compensation, training and development, handling legal issues of employees, and safety (Suttle, 2016). These activities help the company to gain sustainable competitive advantage. From recruitment to safety of employees, HRM department is responsible to handling and managing employees activities. Moreover, the department also provide various career development opportunities to employees for engaging them as longer perspective (habeeb, 2009). Within the Enterprise, the HRM activities presented and focused to attract existing employees and retain them for longer duration. They provide opportunities for career development so in this way they are retaining them respectively. Their goals are achieved in competitive manner by the help of HRM activities because of managing activities in proactive