HR Assistant Recruitment Process at Marks & Spencer: A Comprehensive Guide

BUSINESS HUMAN RESOURCES MANAGEMENT
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Table of Contents
Introduction................................................................................................................................3
Task 1.........................................................................................................................................4
Task 2.........................................................................................................................................7
Task 3.......................................................................................................................................11
Conclusion................................................................................................................................12
Reference List..........................................................................................................................13
Appendix:.................................................................................................................................15
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Introduction
Human Resource Management is a crucial function in an organisation that is essential to
manage the human resources. M&S is a UK based organisation where there is a need or
recruitment and selection to address the vacancies. The Job role is HR Assistant.
This report will analyse and understand the purpose and scope of HRM in M&S towards
recruitment and selection. The report will then evaluate the effectiveness of the various key
elements in the management of Human resources in M&S. The report also analyse the
internal and external factors that can influence the decision-making in M&S. Finally, the
report will outline the recruitment process for recruiting HR Assistant in M&S.
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Task 1
A. Provide an overview of the organisation and an explanation on the purpose and
functions of Human ResourcesManagement in the organisation.
Marks & Spencerhas started their business in 1884 at Leeds Kirkgate Market. Through
innovation and diversification, the organisation has become one of the UK’s largest retailers.
The organisation has their own Food brands, clothing and home products. The food business
comprises of about 60 percent of the UK Food Business market. There are 1025 UK stores.
Among them, 253 are self-owned and 383 stores are franchised(M & S, 2018). The 343 full-
line clothing stores in the UK sells the well designed and high quality clothing and
homeware. The homeware, clothing and beauty products of M&S comprises of about 40
percent of the UK turnover(M&S, 2017). Year after year M&S has innovated in terms of
business delivery and processes.
The Key resource of the M&S is its quality Human resource, which has been carefully
selected and developed through focussed training and development plan. In this regard, it is
essential to understand the importance of Human Resource Department at M&S. A Human
Resource Department is that function in an organisation, whichtakes care of the management
of the Human and Knowledge capital of an organisation(Cascio, 2018). The process starts
with the identification and defining the job roles required, attracting potential candidates for
those roles, selection of the candidates and providing employment. In addition to this, the
HRM department also identifies and address key organisational conflicts while providing
support and care for the employees(Armstrong & Taylor, 2014). Hence, the purpose of the
Human Resource Department of M&S is to address the staffing needs, providing employee
compensation, employee benefits and defining or designing the job roles.
The functions of HRM in M&S are as follows: -
 Recruitment and selection: This is the process of attracting and selecting the talents
for the organisation.
 Orientation or Induction: This is a process to help the new employees adjust
themselves with the functioning of the organisation. This process also helps the
employees to understand the duties that are expected of them as well as helps them to
participate actively in the organisation(Brewster, 2017).
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