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Practice-Based Reflections Assignment Sample

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Table of Contents

Introduction 

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The HR managers of H&M have been noticed using certain unfair HR policies as per the guidelines maintained by the UN in terms of labour laws. The study, in this case, provides a brief overview of the problems faced by H&M in recruiting the employees with appropriate measures to resolve these issues. 

Discussion

I have learned through the case study that the supply chain departments of H&M in Myanmar, which is also known as Burma, has been performing low in terms of the Human resource manager meet and have been recruiting employees under 18 years. Apart from this, the employees were also mistreated, and there were records of increasing the maximum working hours of the underaged employees through which they are unable to maintain their mental health. I have also acknowledged that despite the overtime of the employees, they were provided with the lowest pay rates through which the issues of employee burnout or turnover have been increased within the distribution channels of the company[1]. It was noted that the employees were only provided €2.30, which is considered one of the lowest salaries in the labour markets all over the world. This can further reduce the brand image of the company in the competitive marketing world through which they are unable to achieve a sustainable and stable position for the long term. I have also learned from the case study that the International Labor Organization (ILO) has recommended the individuals between 13 to 15 years of age to work for minimum hours so that they are able to maintain proper education through which their mental and physical growth are maintained appropriately. 

As per my understanding, the topic matters from the global HRM perspective because every company shall adopt a proper recruitment policy which should not hurt the health of the employees. They should provide a minimum wage rate to the employees working under the same roof through which the issues of misconduct or poor employee retention can be resolved. The topic also holds a significant place because the companies need to drop child labour through which they are not only able to boost their image but can also support the educational rights of minor aged children.

The main measures which can be applied to the workplace, according to my perception, include proper recruitment of employees, which is done as per the governmental policies on labour rights. The company, in this case, shall hire individuals who are above 18 years of age and should provide them equal wage rates as well as time training so that they are able to enhance their commitment[2]. Apart from this, the HR managers of the companies shall look for the personal identities of the individuals appropriately, through which they are unable to force child labour in any form. This shall include appropriate placement of the employees, which shall be done according to the qualifications of the individuals so that they are able to boost the performance or productivity of the companies. I also think that the government of Myanmar shall increase the minimum pay rates of the labourer's from €2.30 to €10.40 per eight hours of work so that its Gross Domestic Product (GDP) can be increased with an increase in productivity or sales margin of the companies operating in Myanmar. In this case, the government should also provide additional support to the adults who have low standards of living so that they are able to enhance their ability in terms of education and can even promote long-term personal or professional development. Lastly, I think that the HR managers of various companies, including Tesco and H&M, shall look further into the matter of forced overtime by talking with the former employees working in various departments situated in Myanmar through which they are able to reduce the issues of poor mental health of the individuals and can even support the educational aspects of the underage employees (if any) working in the companies.

I would first like to change the recruitment policy through which the HR managers of both small and multinational companies can hire new talents and maintain high performance in the marketplace. In this case, the managers shall further prepare a skill set which can help them to determine the proper selection and placement of the employees[3]. Secondly, I would like to guide the HR managers of different companies to use motivational theories in the workplace through which they will be able to enhance the commitment and dedication of the employees. In this case, to support the psychological needs, timely holidays shall be provided so that they are able to maintain a proper work-life balance[4]. To support the safety needs, the HR managers shall ensure proper physical protection of the employees through which they can resolve the issues of employee burnout in the workplace. Thirdly, the HR managers shall also follow the policies mentioned in the Minimum Wage Act of 1948, through which they are able to consider appropriate wages as per their performance and qualifications[5]. In association with this, additional benefits such as accommodations shall also be provided to the employees timely so that they are able to enhance their productivity in the workplace. Fourthly, a timely appraisal is also required by the HR managers through which they will be able to enhance their professional growth and stay focused on their career goals for the long term[6]. Lastly, periodic breaks and paid leaves shall also be provided to the employees to boost their motivation and performance at the same time. In this case, the disruption in the operations of the business environment can be reduced, and the employees can meet the expectations of the company over the time being[7].

Conclusion 

It can be concluded through the study that the HR manager plays an important role in maintaining high efficiency of the employees with a series of tasks. This includes timely recruitment, placement of the employment, attractions or retaining the talents. Communicating with the workforce and satisfying their needs shall be done according to certain HR policies to reduce the issues of misconduct. 

Reference

  • Indeed Editorial Team, 2022. “10 Key HR Policies and Procedures Including Examples.” Accessed April 29, 2023. https://uk.indeed.com/career-advice/career-development/hr-policies
  • Indeed Editorial Team, 2022. What are HRM recruitment policies? (importance and stages) (Online). Available at: https://in.indeed.com/career-advice/career-development/recruitment-policies (Accessed: April 29, 2023). 
  • Knorr, Anja. “8 Key Elements for Designing a Fair Pay Policy.” Human Resources and more. Kenjo GmbH, April 8, 2021. https://blog.kenjo.io/designing-pay-policy-key-elements. 
  • L, Shalini. “Top 10 Hr Policies in 2023.” BetterPlace. BetterPlace, April 10, 2023. https://www.betterplace.co.in/blog/hr-policies/. 
  • Sarah Butler, 2016. “H&M Factories in Myanmar Employed 14-Year-Old Workers.” The Guardian. Guardian News and Media, August 21, 2016. https://www.theguardian.com/business/2016/aug/21/hm-factories-myanmar-employed-14-year-old-workers.
  • Vicky, 2015. “Modern Theories of HR Motivation (with Diagram).” Your Article Library, June 26, 2015. https://www.yourarticlelibrary.com/hrm/hr-motivation/modern-theories-of-hr-motivation-with-diagram/60261#:~:text=Modern%20Theories%20of%20HR%20Motivation%20%28With%20Diagram%29%201,Theory%3A%20ERG%20theory%20put%20forward%20by%20Alderfer.%20. 
  • [1] Sarah Butler, 2016. “H&M Factories in Myanmar Employed 14-Year-Old Workers.” The Guardian. Guardian News and Media, August 21, 2016. https://www.theguardian.com/business/2016/aug/21/hm-factories-myanmar-employed-14-year-old-workers.
  • [2] Sarah Butler, 2016. “H&M Factories in Myanmar Employed 14-Year-Old Workers.” The Guardian. Guardian News and Media, August 21, 2016. https://www.theguardian.com/business/2016/aug/21/hm-factories-myanmar-employed-14-year-old-workers.
  • [3] Indeed Editorial Team, 2022. What are HRM recruitment policies? (importance and stages) (Online). Available at: https://in.indeed.com/career-advice/career-development/recruitment-policies (Accessed: April 29, 2023). 
  • [4] Vicky, 2015. “Modern Theories of HR Motivation (with Diagram).” Your Article Library, June 26, 2015. https://www.yourarticlelibrary.com/hrm/hr-motivation/modern-theories-of-hr-motivation-with-diagram/60261#:~:text=Modern%20Theories%20of%20HR%20Motivation%20%28With%20Diagram%29%201,Theory%3A%20ERG%20theory%20put%20forward%20by%20Alderfer.%20
  • [5] Knorr, Anja. “8 Key Elements for Designing a Fair Pay Policy.” Human Resources and more. Kenjo GmbH, April 8, 2021. https://blog.kenjo.io/designing-pay-policy-key-elements. 
  • [6] L, Shalini. “Top 10 Hr Policies in 2023.” BetterPlace. BetterPlace, April 10, 2023. https://www.betterplace.co.in/blog/hr-policies/. 
  • [7] Indeed Editorial Team, 2022. “10 Key HR Policies and Procedures Including Examples.” Accessed April 29, 2023. https://uk.indeed.com/career-advice/career-development/hr-policies
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