Role and Impact of HRM in Marks and Spencer

This report discusses the purpose and function of HRM in Marks and Spencer, the strengths and weaknesses of recruitment and selection processes, the effectiveness of different HRM practices, and the impact of HRM on organizational profit and productivity. It also highlights the importance of employee relations and employment legislation in HRM decision making. The report concludes with an application of HRM practices in job description, job advertisement, and offer letter. The subject is HRM, the course code is HRM101, and the college/university is not mentioned.

HRM

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
LO 1.................................................................................................................................................3
Purpose and Function of HRM....................................................................................................3
Strengths and Weakness of Recruitment and Selection Process.................................................5
LO 2.................................................................................................................................................6
Effectiveness of different HRM practices ...................................................................................6
HRM Practices in Terms of Organisational Profit and Productivity...........................................8
LO3................................................................................................................................................10
Importance of employee relation in influencing HRM decision making..................................10
Employment legislation and impact it has upon HRM decision making...................................11
LO 4...............................................................................................................................................12
Application of HRM practice ........................................................................................................12
Job description...........................................................................................................................12
Job Advertisement.....................................................................................................................13
Offer letter..................................................................................................................................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Human resource management is the process of managing workforce of the organisation
by developing strategies and policies (Scott and Walker, 2017. It is very essential for business to
increase the potential of employees and achieve objectives effectively. Human resource
management develop better and healthy working environment to generate higher productivity to
innovate products and services to achieve competitive advantage effectively. HRM practices are
very essential for business develop high performance team and workforce to gain higher
profitability in the market. In this report there is brief information about roles and functions of
human resource management and also provides information on different selection and
recruitment methods which helps Marks and Spencer to achieve the objectives effectively. Marks
and Spencer is multination retail giant which deals in food, fashion furniture and other household
products to increase sales of the company effectively. Company was established in 1884 in
London, UK and has more than 1400 stores around the world. Report also highlights strategies
which helps Marks and Spencer to reduce its issues and compete in the market effectively. In
addition it also provides different types of teams to increase the operation within the organisation
to achieve objectives and increase profit margins effectively.
LO 1
Purpose and Function of HRM
The main focus of human resources management is to develop harmony in the
organisation and improve their efficiency to achieve higher productivity and attain objectives of
the organisation effectively (McAndrew and Ogden, 2018). Marks and Spencer is growing very
rapidly and to increase the growth rate while maintaining all the threats company has to manage
all the human resources of the organisation to achieve the objectives of the company. As all the
operation in the stores is done by employees this increases customer engagement and develop
positive brand image in the market effectively.
Selection and Recruitment
HRM are responsible to recruit new talents in the organisation and test their skills and
knowledge with effective selection process (Rashid, 2016). This also helps to improve the
workforce of the organisation to compete in the market and increase performance to reduce cost.

Marks and Spencer also increases the strength of the company by hiring new talents which
increases skills and knowledge which helps to make effective decision.
Compliance with Laws
Human resource management has the function to analyse all the market laws and
regulations which are related to employees while formulating policies and strategies. Marks and
Spencer needs to adopt compliance as it can increase the penalties and impact growth of
company negatively.
Managerial Functions
Managing employees is also very important to increase the performance of business
organisation (Toms and Zhang, 2016). Purpose of HRM is to manage all the employees ny
making effective strategies and policies which increases the quality of working environment and
gain higher productivity.
Employee Engagement
Experience increases the potential of employees to make decisions and reduce threats and
risks of the company very easily. Human resources management helps to increase job
satisfaction of employees by motivating them. This increases the retention power of business
organisation and maintains the high performance workforce effectively.
Appraisal
Appraisal is type of motivation technique which is provided to those employees which has the
ability to achieve objectives and higher skills and knowledge effectively. this also helps the
organisation to increase the performance of employees in the organisation to achieve their
personal objectives effectively.
Importance and HR
Human resource department is essential for Marks and Spencer to manage all the
employment related activities and improve the strength of the company to compete in the market
effectively. Due to increase the competition in the retail industry it has also impacted the
potential of workforce to attract more customers (Taylor, 2019). HR department implemented
training and development which helps company to develop skills and knowledge of existing
employees to become more effective and increase customer engagement level. Marks and
Spencer has the issue of ineffective workforce as stores are employed with part time students

which reduce the efficiency and skills of workforce to compete. Part time employees also leave
in the short duration which is impacting the experience shortage in the organization. With the
help of human resource management company will develop effective policies which helps to
increase employees performance effectively.
Strengths and Weakness of Recruitment and Selection Process
Recruitment is the process of inviting candidates from the market who have adequate
skills and knowledge mentioned in job description to increase performance of workforce of the
company (Holland and Jeske, 2017). After filtering candidates human resource department
conducts selection process as it is the close evaluation of the candidate on the basis of their
personality, behaviour, attitude, beliefs which help to deliver better results. Selection process
also examines the determination level and practical knowledge of candidates to improve the
efficiency of company to achieve objectives with low cost. Marks and Spencer has developed
effective recruitment and selection process which helps to company to find potential employees
who also improve the organisational culture by influencing other employees to increase
profitability effectively. Marks and Spencer has adopted diverse workforce strategy which helps
the business organisation to gain better potential to increase the efficiency of the workforce to
achieve objectives of the company.
Strengths
 Marks and Spencer has more than 70000 employees in UK and also having the highest
retention power in retail industry in UK (Islam, 2018). This helps company to increase its
competitiveness and gain higher profit margins effectively.
 Due to effective communication channel in the organisation it is very easy for HR
department to perform job analysis and formulate job description which helps to increase
the potential of company effectively.
 Trainee management scheme is type of recruitment techniques which Marks and Spencer
has established helps to recruit potential managers at lower level and increase their
potential to reduce cost.
 Graduate management scheme helps company to recruit students for short period of time
at minimum wages to achieve the objectives effectively.

 Due to large number of job applications company is not able to analyse the key skills and
knowledge of candidates (Cameron, 2018). With the help of applicant tracking System
Company reduces wastage of time and ensures to hire right person for the job.
Weakness
 Increase in the implementation of technology in the market has impacted the recruitment
and selection process of Marks and Spencer. Competitors like Asda, Tesco are using
digital platform to recruit employees and provide them with higher salary.
 HR department of Marks and Spencer is ineffective to understand the importance of
employees’ relations which has increased employee turnover and impact the efficiency to
reduce cost.
 Marks and Spencer do not have proper training department for new employees which is
impacting the work culture of existing employees as well.
 The risk has increased after hiring new employees in Marks and Spencer as it impacts the
quality of decision making for all the employees and reduce the opportunity to grow
business in the market (Holm and Haahr, 2019).
LO 2
Effectiveness of different HRM practices
Human resource management in Marks and Spencer Company channelizes different
HRM practices to meet the needs of the organisation in regards to its various designations in
company. Human resource management play an important role for providing key growth
opportunities to all employees’ part of the organisation. Impacts of the different HRM practices
can be summarises in the following manners.
Internal recruitment
Human resource management in Marks and Spencer Company follow the practice of
internal recruitment to meet different designated positions in the organisation hierarchy. Internal
recruitment involves utilising the existing work force of the company for filling different

designated positions in the organisation. This is an important practice used by the HRM of Marks
and Spencer Company.
Benefits to employee
This practice use by the Human Resource Management in Marks and Spencer Company
provides benefits to employee’s part of the organisation. This policy improves the growth
potentials of the employees already associated with the Marks and Spencer Company.
Employees in this approach get better opportunities to serve potentials in the benefits of the
company (Tang and et.al., 2018). Employees also get salary advantages and other employment
benefits as a part of the higher designated positions in the company. For all the higher level
positions which involve department heads, team leaders and other upper level designations in
company Marks and Spencer Company channelizes this approach to meet the designated
positions in the organisation.
Benefits to employer
This practice used by the Human Resource Management provides benefits to employers.
This practice plays a huge role in improving the employee motivation in the company. This
practice drives employees of the company to put more effective efforts to improve the
productivity level. Employer get more productive operations functions done by the employees
part of the organisation in order to gain positional gain as a part of the internal recruitment
approach of company.
External recruitment
Human resource management of Marks and Spencer Company follow the practice of
external recruitment. In this approach human resource management provide employment
opportunity to such individuals who are currently not a part of the organisation. Company
conducts precise interviews that involve multiple stages like personal interview, group discussion
round and other stages.
Benefits to employee
This practice benefits individuals to get the employment opportunity at one opf the top
companies in the world. Various other advantages like perks, incentives and other benefits
associated with the employment opportunity are also a part of this practice. Employees also get
exposure as a part of the employment opportunity under this approach.
Benefits to employer

This practice use by the human resource management of the Marks and Spencer
Company provide effective advantages to the employer (Haddock-Millar, Sanyal and Müller-
Camen, 2016). This practice support company in getting effective and potential employees fresh
graduates as well as experienced one. This approach drive organisation to deliver effective
employment opportunity to all skilful graduates and professionals who are not a part of the
organisation. This practice also supports company in improving its diversity in respect to its
human resources.
Training and development
Human resource management of the Marks and Spencer Company follow the practice of
conducting training and employee development programs. This practice is among the most
effective practices follow the HRM of the company.
Benefits to employees
This practice of human resource management department provides benefits to the
employees in respect to improving the skills and potentials of such employees. Training involves
skill development training in which different new skills like communications kill, research skill,
analytical skill and various skills are delivered to employees (Al Ariss and Sidani, 2016). This
training program also supports employees to develop the overall personality of the employees.
Employee gets the potential growth opportunity as a result of these training and development
programs.
Benefits to employer
Employee training and development program drives employers to improve the potentials
of its human resources. More potential will allow employees to deliver more productive tasks.
Efficient operations allow company to improve its profitability. Research skills delivers to
employees as a part of employee training program support the company to work on its product
development and business expansion strategies as a part of enhancing growth potentials of the
organisation.
HRM Practices in Terms of Organisational Profit and Productivity
It is very essential for business to understand and develop effective strategies which
increases productivity of organisation to gain higher profits, as it the main motive of business
organisation (Fletcher, Alfes and Robinson, 2018). Marks and Spencer are very efficient in

providing better technology in HR department and innovate strategies to compete in the market
and increase profitability effectively. Company implemented training and develop strategies to
increase performance of the organisation to improve communication with customers to retain
them and make them loyal. This helps company to increase sales and profit effectively. Training
is the process of increasing the skills and knowledge of people according to requirements which
increases their potential to archive objectives effectively (Hassan, 2016). Development helps to
improve personality and attitude to think and behave in the organisation. Development is
targeting on the internal morale of the employees and motivating them to achieve objectives
without any external motivation. This is very essential for Marks and Spencer in order to
improve efficiency of the company in gaining higher profit margins and invest in new
technologies to compete in the market effectively.
Strategic Management
Strategic management helps to analyse all the skill in the organisation and develop
effective planning to deliver outcome. HR department of Marks and Spencer are using different
types of recruitment and selection methods which help company to increase the performance.
Company adopted digital recruitment which is very efficient and also increases the opportunity
to attract skilled employees and develop high performance workforce effectively. Company uses
hierarchical organisational structure which helps HR department to analyse efficiency of
employees in the organisation effectively (Noe and Kodwani, 2018). It is very essential for the
company to develop effective strategy which improves quality of working effectively.
Policy Formulation
Marks and Spencer is very ethical in business and with the help of HR department of
company had focused to improve the cultural values of company to gain higher profit margins
effectively. This also helps company to gain stakeholders trust to increase size of the company in
the market. Due to high ethical values it has also increased the brand value of Marks and Spencer
to expand in new markets with low risk and earn higher profit margins. HR policies help
company to provide healthy working environment and also provide higher quality of products to
increase customer satisfaction effectively.
Employee Motivation
Employee motivation is the most important factors which helps to increase efficiency of
employees to achieve objectives effectively (Okechukwu, 2017). HR department of Marks and

Spencer has analysed the needs and demands of employees and also implemented hygiene
factors such as employment benefits, rewards, public recognition this also helps company to
retain their employees and make effective workforce effectively. Increase in loyalty of
employees also increases the workforce experience to compete in the market and gain better
information to increase customer satisfaction effectively. It also helps Marks and Spencer to
increase profit margins to invest in sustainable products effectively.
LO3
Importance of employee relation in influencing HRM decision making
Employee relationship drives human resource management to take many decisions that
can support the growth and development of employee’s part of the organisation. Human resource
management play an important role in delivering effective growth opportunities with the support
of internal recruitments in company (Murphy, Klotz and Kreiner, 2017). Healthy relationships
with the departments will drive the department to promote at such positional role in the company
with the support of internal drives of company. Employee relationship with the human resource
department also allows department to take decisions in respect to improving the resources of the
organisation. In order to conduct different functional role in the company employees needs
different resources that can support in delivering efficient operation functions. Better employee
relationship with drive human resource department about all the resources employees needed to
implement a specific functional activity of the company.
Employee relationship with the human resource department also drives the department to
conduct different employee training and development activity. In order to improve the growth
potentials of the employee’s human resource department of the company conduct various
training and development programs for its human resources. Better relationship of employees
and human resources department will drive human resource department about all changing needs
and demands of the operation functions and on the basis of the changing needs and demands of
the operation function department conducts different training programs so that employees can
meet up all changing needs and demands of the market sector (Knies and et.al., 2017). Employee
relationship with the human resource department also support department to solve employees
issues in the company. As the Marks and Spencer organisation hierarchy is segregated into
multiple department and thousands of work force. Due to huge hierarchy of company thousands
of work force many issues raises between employees and many times with management. Better

relationship with the human resources department of employees enable department to take
effective decisions in order to solve all the issues of employees in company. This is also a key
advantages associated with the healthy relationship between employees and human resource
department of the company.
Employment legislation and impact it has upon HRM decision making
Legislation is defined as application of different laws and government regulations over
the Marks and Spencer Company. In United Kingdom government is very strict towards
providing fair treatment of employees in corporate sector. Government has implemented the
following key legislations over the corporate houses in United Kingdom.
Employee right act: Employee right act is applicable on different corporate houses in United
Kingdom. Employees allocated every right with the support of employee right act Rights related
to leaves, promotions, salary hike and other associated rights as a part of the employment
opportunity in United Kingdom (Brueller, Carmel and Markman, 2018). All such rights to
employees play a huge role in improving the treatment with employees in company.
National minimum wage act: In United Kingdom minimum wage payment act is applicable
over all the companies and business organisation. This legislation enable organisation to pay the
minimum salary to its employees. This legislation ensure that all employees part of the company
must be allocated the minimum amount of salary as a part of the employment opportunity
(Tweedie and et.al., 2019). Human resource department of the Marks and Spencer Company
needs to allocate the minimum wage payment to all employees irrespective to the designated
positions of the employees in the organisation. This legislation played an important role in
improving the employee authority in corporate sector in respect to getting proper salary and
employment benefits in United Kingdom.
The maternity and parental leave: Legislation in United Kingdom also allocates the right of
maternity leave to all female employees associated with the corporate sector. All female
employees of Marks and Spencer get the maternity leave in the company as a part of the
employment opportunity in the company. This right is allocated to all pregnant women in
company. This is an important right female employee’s get in Marks and Spencer Company. In
case of pregnancy female employees do not needed to leave the job rather they can take a
maternity leave as a part of the employment opportunity of the employees.

Data protection act: Data protection is also among the employment rights associated with the
legal structure in United Kingdom. This is an important legal requirements associated with the
companies in United Kingdom (Armstrong, Landers and Collmus, 2016). At the time of
conducting interviews Marks and Spencer Company take various personal information of the
candidate to assess the background of the employee. It is responsibility of the organisation to
keep the personal information of the employee safe in the company records. Many cases have
been registered in United Kingdom related to data leakage of employees. This legislation
functions drive control over such issues in United Kingdom.
Equality act: Equality act is a part of the legal structure of the United Kingdom in respect to the
employment in corporate sector. This legislative function ensures equal treatment with all
employees’ part of the organisation. On the basis of the regulations attached with this legislation
all companies must ensure the system in the company that serve equal treatment with all
employees irrespective to any social elements. In order to remove the discrimination at work
place this legislation is applicable over all the companies in United Kingdom.
Anti discrimination act: In order to ensure the equal treatment with all employees government
has implemented the anti discrimination act over all corporate houses associated with the United
Kingdom. This is among the crucial legislative functions associated with the Marks and Spencer
Company. This act ensures equal treatment with all employees in the company irrespective to
any kind of discrimination on the basis of any social ground. Human resource management of the
company needs to ensure the proper application of this act in United Kingdom.
The above legislations are applicable over different corporate houses in United Kingdom.
LO 4
Application of HRM practice
Job description
Job Role HR Manager
Company Marks and Spencer Company
Required Professional at the position of HR Manager.
Qualification Graduate in Human Resource Management.
MBA in Human resources
Experience Minimum 5 year of work experience in
management position.
Skills  Communication skill

 Management skill
 Delegation skill
 Analytical skill
 Research skill
 Information Technology skill
Job Advertisement
JOB TITLE: Human Resource Manager
Department: Department of Human Resources
Qualifications and experience:
 MBA
 Experience of working in more than 5 years at a managerial position in company.
Work Based Skill Competencies:
 Human Resource Manager at Marks and Spencer Company is responsible for leading
teams of up to 30 employees and has to supervise in hectic schedule of company.
 Lead the team members by giving those best training of human resource development
in organisation.
 Report to top management all details of resources being used in department
 Maintaining strong work record of all essentials.
Duties and Responsibilities:
 Assessing project and resource requirements
 Estimating requirements of all functional department and allocate budgets (Guest,
Panayotopoulou and Chytiri, 2017).
 Determining the best quality standards for high level of human resource management
in company.
 Maintaining optimum utilization of resources
 Handling training sessions of all human resource teams
Skills and Specifications:
 Excellent communication skills and interpersonal skills to build interaction with
employees of various teams.
 Strong knowledge of human resource development
 Exceptional organization skills
 Employee legislation knowledge
 Dynamic working skills under contagious environments
Offer letter
Name: David Thomas
Contact: [e-mail]
Address: Lake Street, Palk view apartment (UK)
Dear David,
We the HR department at Marks and Spencer Company is happy to inform you that
you have been selected as the role of HR Manager. We are delighted and looking forward to
your joining from this month, kindly mail us your acceptance for this letter so that we

complete procedure of selection. For further query or any information feel free to contact us,
we are here for your assistance.
Sincerely,
Job related interview question
Q1.) Why you want to join this organisation?
Q2.) How you see the role of HR Manager in Company?
Q3.) How you are different from others in interview?
Q4.) Why you thinik you are best fit for the position of HR Manager?
CONCLUSION
Human resource management is about to analysing the needs of the company in respect
to human resources and meet all such needs. Human resource department conducts both internal
and external employment methods to fulfil the need of human resources. Legislations like
equality, equal right, data protection and other key legislations are applicable over human
resource management in company.

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