Human Resource Management and Productivity

The provided report focuses on the job description, pay, and task details for an administrative role. Human Resource Management (HRM) is emphasized as a crucial aspect of internal workplace innovation, encompassing product, cognitive operation, and administration. Employee compensation plays a key role in managing work and improving productivity or increasing profit rates.

Human resource management

Table of Contents
INTRODUCTION...........................................................................................................................1
1. Overview of Company.......................................................................................................1
2. Purpose and the functions of HRM, applicable to workforce planning.............................1
3 Strengths and weaknesses of different approaches to recruitment and selection................3
4 Different HRM practices welfare the administration and worker.......................................4
4 HRM practices is help improve profit and productivity......................................................6
5 Key elements of employment legislation............................................................................7
6 Application of HRM practices.............................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES .............................................................................................................................11

INTRODUCTION
Human resources is a term with which many organise describe the aggregation of
traditionally administrative personnel purpose with execution social control, worker relations and
assets planning. Human resource management is strategic and coherent approach to the
management of an organisation. This report is based on MARKS AND SPENCER organisation.
The company basically located in United Kingdom and provided different kind of services in
retail sector (Horwitz, 2015). Further, it covered HRM practices and benefit the management and
employees is work place. In addition, importance of employee relation in working environment.
The goal of human resource management is assist a system to meet strategic goal by pull in and
maintaining worker.
1. Overview of Company
Marks and Spencer is one of the biggest multinational British company of retailer
industry. Its headquarters are located in the City of Washington, and London. IT was founded in
1884 by Sir Michael Marks and Thomas Spencer. Its revenue in 2017 was £10.622 billion.
Company is famous for selling clothing, home products as well as food products. At present,
there are 979 stores across United Kingdom in which 84,9389 employees are working
2. Purpose and the functions of HRM, applicable to workforce planning
Human resource management is also known as personal management and improve
MARKS AND SPENCER internal working environment. It is focus on management of people in
organisation. This is improved three most critical area are as follows :-
 Staffing
 Employee compensation
 Benefit
It is one of the most crucial part is manage people and improve internal performance and each
and every employee in work place. The main purpose of HRM is staffing of employees and
provide benefit of each employee related to work or other activity. In this context, staffing of
new employees in MARKS AND SPENCER organisation. It is most important part for each and
every organisation and manage work or improve productivity is based on human resource
department (Bainbridge, 2017). On the other hand, employee compensation or salary increment
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is decided by HR department in organisation. Some purpose of human resource department are
as follows :-
 Internal customer management :- The productivity of organisation is direct link with
quality of employees and manage work or improve productivity and market share. HR
social control defines and instrumentation the processes and plan of action essential to
attract, recruit and retain a superior manpower. It can be handle or direct relationship with
finance department in on the job state of affairs. The value of customer services MARKS
AND SPENCER organisation with HR department and help to increase market share.
 Laws ;- There are some law must be follow in internal work place and manage work as
per need of organisation (Tracey, 2014). Some different kind of law is to be used
MARKS AND SPENCER inside business environment. Employment law, health and
safety law and labour law is use in overall improvement in market share. If the leader
system hires Federal labour, human resource management necessity realize labour
relations and negotiation. Termination plans, benefits and group action resolution fall
within the human resource manager's area. All such kind of activity is to be used in
organisation and management is improved, that is give direct impact on productivity and
profit will be increase in market share.
 Culture sensitivity ;- In Culture sensitivity is focus on improve internal culture of
environment (Silva, 2015). The central human resource management is response and
manage culture difference in internal on the job state of affairs. To be hire the candidate
in one form and provide training as increase overall development in market share.
There are some function of human resource management are as follows :-
 Recruitment and selection ;- In this context, recruitment and selection of new employees
is organisation is not an easy task. The cognitive content of this procedure is to pull in the
well-qualified applier and to promote the unconditional applier to opt themselves out.
Before starting the process of recruitment, the company may ex-cutie proper staffing and
manage work or improve the level of production. It is focus on right person is appointed,
at the time or right place.
 Ordination :- There are many organisations is not provided a complete ordination of new
employees in working place (Runhaar, 2017). Human resource department is focus to
handle each and every activity is inculcated goals and objective of organisation. On the
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other hand, Worker emplacement program should consider the verifiable and content of
the organisation and how the worker can assist to attain the long-term and short-term
finish of the system.
3 Strengths and weaknesses of different approaches to recruitment and selection
There are some positive and negative impact of recruitment and selection of MARKS
AND SPENCER organisation and manage growth rate in market. This is help to indefinite
quantity level of production and focus on employees' involvement in work place. Some
important terms is to be used are as follows :-
 Recruitment :- It is core function of human resource management and first step of
appointment. It may be incudes attracting, shortlist, selecting and appointment. This is a
complete process of recruitment. It is the fewest essential part of new joining person and
human resource department is handle all such kind of activity for recruitment.
 Selection :- The process of interviewing and evaluating the candidate for a specific job
and select only one individual for the job. This is to be done a very simple manner and
increase overall improvement in output and profit rate (Brewster, 2016). There is
complete process is to be use by human resource management and improve employed
state of affairs. The first step of selection process is interview process, which is focus on
critic development.
Recruitment and selection method is one of the most important part and pull off piece of work or
improve productiveness in structure. An effective recruitment and selection process is help to
reduce turnover. This is focus on right person is match with right place and right person. To be
use complete planning is help to providing the quality of services. There are some other
approaches is to be used for recruitment and selection of employees in MARKS AND SPENCER
organisation.
Systematic approach :- It is to be used in recruitment and selection method. The
MARKS AND SPENCER organisation is use recruitment is reactive and proactive approach.
Some small business is to be focus on some additional factor is to be improve overall
development and increase market share (Bolman, 2017). On the other hand, discovery the best
campaigner for open positions is about always more coveted than hiring passively at the last
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atomic. It is one of the oldest and most useful approach for recruitment and selection and main
aim is increase market share of company, with the help of hire new employees.
 Job description :- In job description is focus on detail information about the job,
inculcated pay and job task. It is one of the most important part and help to manage work
and improve interest in different position is to be provided in work place. To give detail
subject matter about the job title and different position is to be provided by human
resource social control and addition securities industry share.
 Skills inventory :- In skills inventory is first collect an across-the-board list symbolize the
abstract set of skills for a worker in each job. On the other side, skills are most important
part and according to job environment (Albrecht, 2015). The skills are match with job
title in MARKS AND SPENCER organisation. This is help to manage work and better
productiveness and increase net income in on the job situation.
Some advantage and disadvantage of Systematic approach is to be used in recruitment and
selection of new candidate in organisation. This is help to manage work or improve overall
development in internal work place and guide each and every employees about the job in work
place.
 Advantages :- It is easy to compare, understand and excursive each and every candidate
for particular job. It is use some statistics techniques and method is also provided by
researcher and manage work. In addition, new techniques is help to manage work and
arbitrarily selected samples are unremarkable close put together in a universe, is destruct
in MARKS AND SPENCER organized sampling. This is assistance to manage work of
human resource department and increase future betterment in interior on the job state of
affairs (Purce, 2014). This is can be expensive for small sector MARKS AND SPENCER
organisation.
 Disadvantage :- The size of population is give negative impact and research wants to
focus on doesn't have any idea how many rats there are, cannot consistently select a
opening point or separation size.
4 Different HRM practices welfare the administration and worker
There is to be focus on different HRM practices and manage work inside organisation.
All such kind of practices is help to each and every worker in structure. It is inculcated
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performance appraisal, career management, training and reward system. All such kind of factor
is most useful and help to improve MARKS AND SPENCER administration work. Human
resource management is use innovation is internal work place. The innovation is based on
product, process and administration etc. This factor is assistance to manage work and improve
total work or improve way of work is to be done in on the job geographical area.
 Product innovation :- In product innovation means something new techniques must be
inculcated in product, as per need of customer in market. In this way, product innovation
is useful and increase new market share.
 Process innovation :- In process innovation is changes in whole process which is used in
internal on the job state of affairs (Mullins, 2016). Human resource management is use
modified process as per need of current market structure. All such kind of activity is help
to improve current market position of MARKS AND SPENCER organisation.
 Management innovation :- In management innovation is to be used in overall internal
work place in organisation. To be follow changes management structure and included
product, process and organisational innovation.
Human resource practise is used to improve internal work or each and every employees in
organisation. On the other side, HRM practises are as follows :-
 Work life balance :- In this context, Instrumentality flexible work schedules, supply
employees with teleworking options and training superior to spot signs of geographic
point stress propose the MARKS AND SPENCER organisational culture activity worker
achieving work-life equilibrium (Jackson, 2014). This human resource practise is focus
on how to find out the best result and ultimately find out results and internal structure is
changes.
 Compensation :- Human resources' management is to be focus on provide compensation
of each and every worker and improve reward system of employees inside organisation.
This is assistance to pull off development rate or increase number of worker in
administration (). In addition, employee compensation is help to manage work and
improve productivity or increase profit rate. To manage internal work and guide each and
every employees about the work or increase fruitfulness in market share.
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4 HRM practices is help improve profit and productivity
In human resource management is focus on HRM practices is help to improve profit and
productivity inside MARKS AND SPENCER organisation. In retail sector is give positive
internal working environment. This is give direct impact on profit and productivity, use
innovation techniques inside work place and focus on each and every step of human action in
structure. In addition, motivation of each and every employees is organisation. It is help to
improve level of work and boost each and every employees, with the help of motivation and
reward system. To manage work and improve overall development of worker and guide them.
In this context, reward system of employees is help to motivate each and every worker in
organisation. This is help to manage work and increase production and profit. To increase
number of profit rate and level of work as per need of each and every worker in MARKS AND
SPENCER organization (Vivares-Vergara, 2016). Human resource department is help to guide
about work and addition profit. All such kind of practice is human resource management is most
important for each and every worker. It is help to improve performance level in MARKS AND
SPENCER organisation. This is two most important factors are as follows :-
 Profit
 Productivity
To improve profit and productivity is depended on employees' relation and level working
conditions in organisation. The effect of employee development of carrying into action for
arrangement. Both factors profit and productivity, organisation is depended on it. The
organisational carrying into action be on the training and evolution of human asset and the
system spends cardinal of medium of exchange for this intention (Vivares-Vergara, 2016).
Structure carrying into action depends on the worker devolution because worker improvement
enhances cognition base of the organisation. It is help to manage work, with the help of incentive
planning and collect customer feedback is useful for MARKS AND SPENCER future
development.
In MARKS AND SPENCER organisation is employee relation is one of the most
important part is relationship between each and every employees in internal working
environment. In addition, internal environment work is to be divided among different teams. The
distribution of work as per the qualification of worker and team member. There are some most
essential factors which is to be used in overall development and market share.
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 Help to take new decision :- In this context, employee relation is help to take new
decision in work place. It is help to guide and advice to some other co- worker in work
place (Horwitz, 2015). This is assistance to manage work and improve production of
employees in structure. Before apply any plan, the pros and cons necessary be evaluated
on an open facility where all employee has the precise to transport his belief freely.
 Work become easy :- In organisation work become easy and handle all such kind of
problem in on the job state of affairs. The team member is guide about work and
assistance to improve overall development in internal work place. If worker have a good
resonance with union, he will ever be eager to assist you in your delegate making your
piece of work easier. This is help to guide them about work and increase overall
development in on the job situation.
 Organisation become happy place, if all the worker are work together :- It is one of the
most important is MARKS AND SPENCER organisation is become a happy place, if all
the worker is happy and work as team or improve productivity in market share
(Bainbridge, 2017). On the other hand, tension is remove and feel better and trust other
employees in organisation. This is help to manage work and improve productivity and
work is to be done on effective manner. It is on most important factor is respect other
employees and work become easy to handle.
 Healthy employee relation is remove any conflict :- It is the fewest essential is healthy
employee relation is help or move all such kind of conflict between each and every
worker. All such kind of activity is carrying into action better in overall employed
surroundings.
There is all about the employee relation is most crucial part and focus on improve overall
devolution in internal work place (Tracey, 2014). This al factors is help to improve overall
development and positive environment of internal on the job situation. Human resource
department is focus on each and every employees are involvement is necessary for extra culture
activity and functions celebrating inside environment for future change in MARKS AND
SPENCER internal environment.
5 Key elements of employment legislation
Human resource department is concentration on some law or legal activity inside
MARKS AND SPENCER organisation. This is one of the fewest essential part for each and
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every employee in administration (Silva, 2015). Some legal factor's most crucial part for future
development and protract each and every employees inside work place. There are some law is to
be used in retail sector is help to increase productivity and MARKS AND SPENCER market
share. In addition, some different types of law are as follows :-
 Labour law :- In this context, labour law is to be focus on each and every related to
working environment. To be focus on industrial relation, employee trade union. Some
other factor are wages, compensation, work condition and termination of employee form
work. All such kind of factor is to be incudes in labour law and improve overall
development inside MARKS AND SPENCER organisation. In retail sector is use all such
kind of law activity and manage work or improve productivity and profit in organisation.
This is help to manage work and worker in work place (Runhaar, 2017). To pay equal is
most important in same level of employees in same year experience. To remove such
kind of activity with the help of labour law and manage work or increase number of
employees inside organisation.
 The sex discrimination act 1975 :- In such kind of act is to be used inside organisation. At
the time of selection of candidate for a particular job, some time sex discrimination is to
be used in MARKS AND SPENCER organisation. This is illegal factor and kind
whatever occurrent as per need of market value and gain overall development in internal
working environment (Brewster, 2016). It is to be use at the time of promoting of
employees. In order for this to happen we have to assess everyone on the footing that
they should be activated as equals with anyone careless of Sex. Human resource
management is focus on each and every factor related to law and use them in regular
activity in MARKS AND SPENCER inside structure.
 The working time directive act 1999 :- In this act is to be focus on all employees are is
maximum 48 hours working in a week. This kind of act is to be applicable for each and
every worker in MARKS AND SPENCER organisation. On the other hand, worker can
choose each and every employee in administration.
All such kind of legal factor may be used and manage work in overall working
environment. In this context, legal factor is use to all worker, law must be used or applicable
every day (.Albrecht, 2015). In retail sector is use all such kind of law activity and pull off work
or improve productiveness and profit in MARKS AND SPENCER organisation. On the other
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side, productivity and profit is manage with the help of all legal activity in organisation. All such
kind of legal factor is most important and provide safety to each and every worker in work place.
6 Application of HRM practices
The applicable of HRM practices is most important part and used to improve overall
development and increase productivity as well profit in MARKS AND SPENCER organisation.
This kind of activity is use while the preparation of new team, for job advertisement and other
factors. It is help to managed each and every employees in working state of affairs. All such kind
of practise is give direct impact on profit and level of production in overall environment. This all
is because of each and every is managed work and improve production and market research is
used. To be focus on team work and remove any conflicts between each employees in work
place.
To be use human resource practise inside organisation is depended number of employees
and how many teams in organisation. It is help to provide superior carrying into action, with the
help of practices is to be used inside arrangement (Bolman, 2017). To be focus on decide some
frame work and improve overall working conditions and manage work inside organisation. It is
understood each and every law must be used inside MARKS AND SPENCER organisation, with
the help of law use some changes and improvement inside organisation. Human resource
management is hand any issue to improve employee performance and manage work or improve
productivity and profit for new market. To be use more and more innovation techniques must be
used and increase market and proper involvement inside and outside alteration in market share.
Job specification for Human Resource Manager
HR Consultant Job Profile And Description
The Job of HR consultant is to provide a comprehensive HR management advisory and
consultancy service to staff and management. HR consultant manages operational human
resource related issues, including development and communication of policies, training
administration, human resource reporting and coordinating in recruitment process, remuneration
and performance management process.
Duties and Responsibilities
 Providing an advisory and consultancy services to staff and management on a range of
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human resource issues, processes and policies consistent with employee standards,
legislation and guidelines.
 Liaising with human resource department staff in ensuring the effective high quality
deliver of the services.
 Undertaking internal review, coordinating external review and advising on related
processes as needed.
 Providing an efficient and reactive services to staff and management.
 Keeping up current issues and new developments of human resources through job
rotation programs.
 Preparing policies and system for staff and management of company.
Skills and Specification
 Ability to write, read and speak the English language.
 Able to work alone on a wide variety of projects.
 Strong time management and leadership skills.
 Strong skill on problem solving in company.
 Skill of team working.
 Capability of maintaining healthy working relationship with people at workplace.
Qualification and Education
 Bachelor's degree in Human Resources or related field.
 Masters in Human Resource or related field.
CONCLUSION
Form the above report is focus on MARKS AND SPENCER organisation. The company
basically located in United Kingdom and provided different kind of services in retail sector.
Further, it covered HRM practices and benefit the management and employees is work place. In
addition, importance of employee relation in working environment. In this report is to be focus
on job description is focus on detail information about the job, inculcated pay and job task. As
per the above report is based on improve administration work. Human resource management is
use innovation is internal work place. The innovation is based on product, cognitive operation
and administration etc. form the above report is legal human action inside arrangement. This is
one of the fewest essential part for each and every employee in administration. In addition to this
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report employee compensation is help to manage work and improve productivity or increase
profit rate. In this report, psychological feature of each and every worker is governing body.
REFERENCES
Books and journals
Horwitz, F., 2015. Human resources management in multinational companies in Africa: a
systematic literature review. The International Journal of Human Resource Management.
26(21). pp.2786-2809.
Bainbridge, H.T 2017. The Pervasiveness And Trajectory Of Methodological Choices: A 20‐
Year Review Of Human Resource Management Research. Human Resource
Management. 56(6). pp.887-913.
Tracey, J.B., 2014. A review of human resources management research: The past 10 years and
implications for moving forward. International Journal of Contemporary Hospitality
Management. 26(5). pp.679-705.
Silva, M.R 2015. Culture in Angola: insights for human resources management. Cross Cultural
Management. 22(2). pp.166-186.
Runhaar, P., 2017. How can schools and teachers benefit from human resources management?
Conceptualising HRM from content and process perspectives. Educational Management
Administration & Leadership. 45(4). pp.639-656.
Brewster, C 2016. International human resource management. Kogan Page Publishers.
Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Albrecht, 2015. Employee engagement, human resource management practices and competitive
advantage: An integrated approach. Journal of Organizational Effectiveness: People and
Performance, 2(1), pp.7-35.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
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Mullins, F 2016. To thine shareholders be true? Linking large corporate ownership to firms’ use
of commitment human resource practices. Human Resource Management, 55(4), pp.567-
589.
Jackson, S.E 2014. An aspirational framework for strategic human resource management. The
Academy of Management Annals, 8(1), pp.1-56.
Vivares-Vergara, J.A 2016. Impact of human resource management on performance in
competitive priorities. International Journal of Operations & Production
Management, 36(2), pp.114-134.
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