H&M Human Resources Report
H&M international human resources report
1) Introduction
H&M is an international clothing brand that was founded in Västerås; Sweden in 1947 by Erling Persson and now sells clothes around 38 countries on four continents with more than 2200 stores. It has been expanding strongly for many years, the staff are spread throughout the whole world this places a great demand of H&M as an employer.
H&M does not own any factories but has a heavy control in all of them ensuring that all of the company’s believes are being followed and that any human right its being violated.
“We commit to being ethical in all our operations. This includes the way we interact with our customers, our employees, our suppliers and all our other stakeholders. Our ethical approach is firmly rooted in our corporate values and we take a clear stand against corruption and any form of discrimination throughout our operations.”
As an international company H&M has to struggle with some issues when it is operating internationally specially in all what its associated with its human resources given the fact that every country its different and the people who works there have different capabilities and thoughts.
The purpose of this report is to show how H&M recruit, select and manage its international workforce and the linkages between them.
2) Recruitment:
H&M recruitment process is based on the Internet. H&M post its vacancies on their web page for ensuring a fair and equilibrate opportunity for everyone who is applying for a job inside the company.
For that reason in the “job listing” of the web page shows a set of videos, description of the job, responsibilities that the job implies and requirements that the applicants of the job should have, in order that in the case someone is looking for a job inside H&M this person could find easily what they are looking for, as well as identifying themselves with the job vacancy they want to perform.
1) Introduction
H&M is an international clothing brand that was founded in Västerås; Sweden in 1947 by Erling Persson and now sells clothes around 38 countries on four continents with more than 2200 stores. It has been expanding strongly for many years, the staff are spread throughout the whole world this places a great demand of H&M as an employer.
H&M does not own any factories but has a heavy control in all of them ensuring that all of the company’s believes are being followed and that any human right its being violated.
“We commit to being ethical in all our operations. This includes the way we interact with our customers, our employees, our suppliers and all our other stakeholders. Our ethical approach is firmly rooted in our corporate values and we take a clear stand against corruption and any form of discrimination throughout our operations.”
As an international company H&M has to struggle with some issues when it is operating internationally specially in all what its associated with its human resources given the fact that every country its different and the people who works there have different capabilities and thoughts.
The purpose of this report is to show how H&M recruit, select and manage its international workforce and the linkages between them.
2) Recruitment:
H&M recruitment process is based on the Internet. H&M post its vacancies on their web page for ensuring a fair and equilibrate opportunity for everyone who is applying for a job inside the company.
For that reason in the “job listing” of the web page shows a set of videos, description of the job, responsibilities that the job implies and requirements that the applicants of the job should have, in order that in the case someone is looking for a job inside H&M this person could find easily what they are looking for, as well as identifying themselves with the job vacancy they want to perform.
References: H&M.2010.”Conscious Actions” sustainability report (available online) http://about.hm.com/gb/corporateresponsibility/sustainabilityreporting__csr_report2011_2.nhtml Atanu Mazumder.2008. “Approaches to managing staffing subsiadiares” CiteHR (Available online) http://www.citehr.com/13375-ethnocentric-approach-recruitment.html Chartered Institute of Personnel and development: (online) http://www.cipd.co.uk/hr-resources/factsheets/ Hofstede Analysis (online) http://geert-hofstede.com/sweden.html Brewster C, Sparrow P and Vernon G .2007, International Human Resource Management, CIPD Briscoe R, S. R. 2009. International Human Resouce Management