What Is H & M Hr Strategy

Introduction

The purpose of this report is to examine a multinational organization to assess and evaluate how its HR initiatives (policies, processes, procedures, practices and programs) have contributed to its sustainability and competitive advantage.

Human Resource Management

Human Resource Management (HRM) refers to a collection of policies used to organize work in the employment relationship and centers on the management of work and the management of people who undertake this work. It is the process of recruitment, management, selection of employee and providing direction for the people who work in an organization. The HRM functions are performed by line managers who are directly responsible for the engagement, contribution, and productivity

H&M Company have been chosen to show their HR department inside the organization.

Company profile

H&M has been at the forefront of affordable chic for some time now. From its Swedish base, Hennes and Mauritz has grown into a major multinational clothes and cosmetics retailer. H&M was one of the first to challenge the retail clothing sector by delivering fast fashion at low prices. The company offers different concepts for women, men, teenagers and children and includes everything from modern basics to high fashion. H&M lives by its business concept, ‘fashion and quality at the best price‘.

H&M values

The H&M Spirit: strong, clear values that guide all employees in their work together are leading them to success. These values are rooted in their belief in people. All H&M employees get to take responsibility from day one, and everyone’s ideas are important.

H&M ambition is to be at the forefront of both fashion and sustainability – employees can contribute to more sustainable fashion, today and in the future. H&M values also include teamwork and constant improvement; together they challenge themselves to do things better and create an H&M that always exceeds customers’

The HRM function is now expected to add value to the strategic utilization of employees and to ensure that employee programs recommended and implemented impact the business in positive measurable ways. Selection of the right people to occupy roles defined in the organization structure: The actual identification and selection of people to occupy the roles in the organization structure is equally critical, if not more, for successful implementation of the sustainability agenda. It is critical that HR checks both the person-organization fit and the person-role fit to recruit and select talent with the ‘right fit.’

The most sustainable solutions are the ones that evolve constantly. This requires the HR function to play the role of an antenna, which continuously looks out for new developments in the environment. Just as the lifecycle of the business moves and the organization matures, so will the level of its sustainability