HRM and Its Importance in Modern Business

The provided assignment delves into the concept of Human Resource Management (HRM), its various aspects, and its impact on a company's success. It discusses HRM as a vital function within an organization, responsible for hiring, training, development, staffing, orientation, rewarding, and compensation. The assignment also touches upon different types of hiring and selection procedures, including internal, external, and third-party approaches. Additionally, it highlights the importance of worker legislations and laws that support personnel rights within the working organization, making HRM a crucial aspect for business operation and achievement of target objectives.

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Functions of HRM applicable to workforce planning and resourcing.............................1
P2. Strengths and weaknesses of different approaches of recruitment and selection............2
TASK 2............................................................................................................................................5
P3 Benefits of Human Resource practices or employee and employer..................................5
P4 Effectiveness of different HRM practices in terms of raising organisational profit.........6
TASK 3............................................................................................................................................7
P5 Importance of employee relations in respect to influencing HRM decision-making.......7
P6 Key elements of employment legislations........................................................................8
TASK 4............................................................................................................................................9
P7 Application of HRM practices in a work-related context..........................9
CONCLUSION.........................................................................................................................10
REFERENCES..........................................................................................................................11

INTRODUCTION
HRM can be define as the administration of personnel of organisation that are the most
essential part of company. Often, it is designed to emphasise the performance of employee in the
service of strategies goals and objectives of worker (Human Resource Management (HRM) -
Definition and Concept, 2016). The organisation is initially concerned with individual's
management within company aiming on the system and policies of enterprise. The HR of an
organisation is accountable for the benefits of worker, recruiting, performance appraisal, training
and development and further several procedures. This report is associated with the Marks and
Spencer, one of largest supermarket of organisation which will analyse various functions as well
as purpose of human resource management along with its influence on the productivity and
productivity of company. This will also evaluate hiring and recruitment approaches as well as
impact of employee legislation on the decision making procedure.
TASK 1
P1. Functions of HRM applicable to workforce planning and resourcing
Human resource management can be considered as the practice of hiring, recruiting,
managing and deploying the worker's of organisation. An organisation's HR division is often
liable for overseeing guidelines governing employee as well as organisation's relation with
worker (Collings and Mellahi, 2011). Workforce planning is defined the continuous procedure
optimise in the allocation the priorities and needs of company with those of their workplace to
make certain this can be achieved their regulatory, legislative, product requirements an service
and objectives of firm. XX is availed through personnel management by managing the HRM
within their working environment. Here are mentioned the major purpose:
Purpose: As Marks and Spencer is developing their human resources management
practices, the major purpose of HR manager is to emphasise over the organisation's productivity
and enhancing the worker's performance in more designed, defined and productive way
emphasising their roles and responsibilities in more significant manner.
Functions of HRM: There are various functions of HRM that is opted by Marks and
Spencer for their proper development and evolution of enterprise. Here are mentioned some of
the major functions briefed as below:
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 Hiring and selection: This procedure is being organised by the HR manager which is one
of the major function of an organisation. There are various procedure that the HR
manager undertake to carry out the recruitment procedure within Marks and Spencer such
as websites, online portals, magazine advertisement etc. Training & Development: HR manager organise different types of training and
development programs that can aid them in achieving their business target and goals in
more significant manner (Chen and Huang, 2010). This is one of the indispensable
function of HRM that helps in improving the performance of worker along with
increasing efficiency of organisation. Staffing and Orientation: This is fundamental function of human resource management
of Marks and Spencer as their HR manage their worker staff them as per their skills and
abilities. Also, they organise orientation program for their employee to achieve their best
outcome in efficient manner.
 Rewarding and Compensation: This is the duty of HR manager to provide proper
training session, compensation and rewarding practices of worker in context of achieving
their business objectives and render them motivation and stimulation in adequate manner.
M&S, manager make certain that worker are given proper inspiration and motivation at
their working environment.
Hence, these are the duties and major functions of HRM, for which M&S's HR manager
is liable to perform. There are major two types of HRM which are mentioned as below: Hard HRM: In this employee are treated as the major development source and asset of
enterprise. The M&S worker as considered as the major key and aims over their
satisfaction of worker.
 Soft HRM: As per this type of HRM, personnel are considered major part of M&S
success that are allow to provide their views in decision making procedure in regard of
achieving competitive edge (Boxalland Purcell. 2011).
P2. Strengths and weaknesses of different approaches of recruitment and selection
Marks and Spencer undertake different HRM procedure which has a wide role in
accumulating the selected and skilled candidates for their distinct available required work
profile. Recruitment and selection procedure has major role in the organisation as this employs
the worker which are qualified and skilled enough to accomplish their determined target and
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achieve their goals. There are various types of hiring and selection procedure such as internal,
external and third party. Here are mentioned one of those approaches and techniques discussed
as below:
Internal Recruitment: This can be considered as the most common and known procedure
of hiring the applicants on the vacant job profile. Under this procedure, there are various job
opportunities which are filled within the boundaries of business. This is one of effective
procedure as this evolves as a positive culture work as well as mention motivation in the existing
workplace (Crook and et. al., 2011). Entire presented worker, workforce of season, retied and
other presented disabled worker of Marks and Spencer can be promoted for the higher
authorities. There are different methods which are mentioned as below:
Strengths Weaknesses
 This is one of the most simplest and
effective method of recruitment which
include the required planning in the
accomplishment and following the
complicated procedure of selection.
 This is less time consuming procedure
of selection that helps in saving the
time and cost of the recruitment and
selection within the organisation.
 This does not require interview and
management procedure and the workers
are already familiar with the working
environment which care allotted to
them.
 This helps in developing and
motivation worker on the basis of
stimulation and promotion within the
workplace (Armstrong and Taylor,
2014). Also, it helps in other worker of
enterprise in developing and motivating
 This limits the modification and
alternation within the working
environment of Marks and Spencer that
will lead to repeat of skills and
knowledge within workplace.
 There are less opportunity of including
new skills, qualities, opinions and ideas
within the working environment which
lead to lack of innovation. This also
limit the external hiring within the
working environment.
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their values.
External Recruitment: This can be considered as another method of hiring the potential
candidates who apply for the vacant work profile. The applicants are recruited from the external
environment through adopting the hiring and selection procedure (Cox, Arnold and Tomás,
2010). This has their own merits and demerits which is considered by Marks and Spencer before
implementing within the organisation:
Strengths Weaknesses
 The new candidates provide fresh
business ideas and effective plans that
helps in management in framing more
policies in organisation in more
productive way.
 This emphasise their productivity and
performance of organisation enhancing
over the skills. Hence, this contain wide
scope for organisation in more efficient
manner.
 This is a very costly and time
consuming methods that opt more
financial data and information within
the organisation.
 This procedure become useless when
the recruited worker resign or dismiss
their job role which lead to
coordination of entire procedure again.
 This is required to organise training and
development procedure which makes
the process more expensive.
Third Party Recruitment: In this type of hiring procedure, the organisation hire the
candidates through the assistance of external sources such as organisation, agencies etc. Here are
mentioned major influence and drawbacks of this procedure:
Strengths Weaknesses
 The procedure is less expensive and
time consuming.
 Company need not coordinate program
for hiring and training.
 This is less reliable procedure.
 Major drawback of this process is threat
to organisation's confidentiality.
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TASK 2
P3 Benefits of Human Resource practices or employee and employer
Human resource management is processer of connecting HR function with calculated purpose of
a company to boost performance and maintain positive atmosphere. Here are different
application which are executed for the advantage of worker as well as employer that are
discussed as below:
Benefits to employees:
Conflict resolution: HR manager assist in resolving company’s conflict whether it is
between workers or between management and worker. They explain organization’s
policies and workplace behavior to employees.
Development and training: human resource managers another responsibility is to assist their
employees with train and development. In order to introduce training material on workers need
they arrange training programs and control the suitable delivery processer. HR very frequently
gives training opportunities so that works can join training and enhance their additional skills
(Cascio and Boudreau, 2010
. HR manager help employees to evolve a career path to follow their future opportunities.
Employee relations: providing support to their worker who feels that their right is being
violated by someone and something is another responsibility of human resource
managers. Those workers who experience harassment or discrimination can contact to
human resource manager for help to cure this kind of situations. HR manager explain
harassment law and help employees with legal matters.
Information resources: Human resource managers another important responsibility is to
delivering information to workers.
Benefits to employer
 Organizational culture: it is the building of working rules, principles, company vision,
innovation and thoughts that a organization has take on over years in which human resource
management system has a important part in affecting the company’s culture within a
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business. Creating guidelines, policy and organizational standards let workers know.
Consequently organizational culture influence employees to cooperate with each other.
Panning for change: our business world and technology change with time and it update
constantly, company recruit new workers and older might leave their jobs and finance of the
businesses changes with time. It is human resource team’s responsibilities to assist to keep from
fluctuating the firm from ongoing changes. Planning for changes to making employees to
understand their duties and roles in entire preparative of company. It counts in creating bridges
between managers and departments. Human resource manager apply this details and create a
administrative plan for changes )(Bratton and Gold, 2012).
 Retention and recruitment: retention and recruitment is the main center of all human
resources manager’s systems and policies. Recruiting qualified employees, training them,
holding them occupied in company, motivate them for further education rewarding them
with compensation and benefits are all the key of company’s success
 Health and safety: The human resource management systems ensure health and safety in
company. Human resource function determines that every worker understand threat of some
certain activities. This reduces the possibility of any accident.
 Help in building teams: team building can do enormous part in a organization. It controls
five important segment of a productive team: roles, leadership, procedures, purpose, policies
and relationship. With the help of good team making skills HR can unify workers to a
common goal.
P4 Effectiveness of different HRM practices in terms of raising organisational profit
Marks and Spencer's HRM is able to uplift the level of production, benefits and
efficiency of worker. Here are mentioned some of the major elements which presents how the
organisation's human resource management is involving their contribution in the achievement of
productivity and profitability.
High performing worker and Innovative: The division of human resource management
in the sited company put their major efforts in regard of emerging and enhancing their capacity
of existing worker through stimulating them in effective manner. This can assist in achieving
their best worker through managing different division along with the achievement of goals in
more convenient manner (CHUANG and Liao, 2010).
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Effective execution and direction setting: Management and leaders take the huge
activities and efforts to frame business organisation's code of conduct. The human resource
management make certain that their terms are effectively implemented in the company and are
complied by the workplace. This carries out the uniformity in the activities as well as improve
the organisation's level of efficiency.
Update skills of worker to manage productivity: This helps in informing and aware
worker new skills and knowledge in M&S workforce that can help in emphasising their overall
productivity and performance. This has to make certain that workplace need to carry out various
procedure and methods that can help in identifying and promoting their abilities and skills in
more significant manner.
Hence, it can be described from the above mentioned discussion, the practices of human
resource management has their own effectiveness that can aid in meeting determined goals and
objectives in efficient manner.
TASK 3
P5 Importance of employee relations in respect to influencing HRM decision-making
In regard of executing the practices of HRM, this is fundamental to manage proper good
relations with the worker of organisation that can help in achieving their business objectives as
well. Decision are undertaken through the authorities of HR manager as well as various number
of worker are affected by those approaches (Boxall and Purcell, 2011). Human resource manager
considering the value of employee relations organise various procedure and practices within the
working environment within Marks and Spencer in regard of managing their activities and
practices as per the requirement. Here are mentioned some of the major impact of employee
relation on the decision undertaking of human resource manager which is discussed as below:
Innovation acceptance: M&S's HR manager require to implement the human resource
practices to design the strategies of motivation for the working environment so they do not resist
to modification as well as voluntary accept which can lead to better business ideas. This can
assist in saving the cost of business and time.
Required Personnel Availability: The team of human resource management of Marks
and Spencer make certain the time as well as availability of distinct workplace in regard of
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operations in order to carry out constant work basis which does not influence their worker's non-
availability.
Supported Direction: Human resource management also make certain that a common
vision shares learning and accurate learning to workplace (Bloom and Van Reenen, 2011). This
ensures that before an individual is allotted work at their work-profile with more suitable
objectives and goals. Uniformity is formed by this that can further increasing the possibilities
helping in the goals achievement.
Cost: Cost minimisation of operations in business is another objectives that Marks and
Spencer's HR focus over in regard of giving guidance to the workforce. This coordinate various
practices making certain whether the knowledge and cost of data is essential for organisation or
not.
P6 Key elements of employment legislations
Worker's legislations and laws support the rights of personnel of enterprise within the
working organisation that is mandatory for a company to comply. This can assist in satisfying
worker for effective functioning and working within the competitive workplace. Marks and
Spencer's manager consist of various plans and policies that are organised by human resources at
the hiring period: Disability Discrimination Act: This acts support disable at workplace avoiding the
discrimination with them on behalf of their disability. This is required for human resource
management to develop their policies accordingly. Equal Wage Act: Safeguarding worker from discrimination, this acts claims that worker
should be not be treated different in terms of wage on their caste, religion etc. factor basis
(Berman and et. al., 2012). This is essential for M&S's HR to follow this while
negotiating wage with employee. Minimum Wage Act: This act state that a worker within an organisation should be
provided minimum wage which is determined by government under which exploitation
case would be considered over company. Marks and Spencer arrange their employee
wage on the basis of their skills and abilities.
 Working Hour Act: There is determined time limit which is set by government of UK i.e.
48 hours. This is required for Marks and Spencer's HR manager to undertake this
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procedure (Bakker and Leiter eds., 2010). Also they coordinate proper rewarding and
compensation for improving their performance and their productivity in effective manner.
Hence, there are various other legislation and policies that are implied within Marks and
Spencer that assist enterprise in achieving their business objectives maintaining their operations
in more significant manner.
TASK 4
P7 Application of HRM practices in a work-related context
HRM of an organisation play a huge role in functioning of enterprise's
operation and enhancing their working productivity, operation and
resolving various problems emerged within the working organisation. They
can assist in operating various activities which are opted for hiring suitable
and effective worker who perform their work to achieve target and business
objectives. HR manager of Marks and Spencer play vital role in the
employee motivation for achieving the needed target and aims. They also
assist in managing the effective relation with each and every worker for
managing their workplace issues and problems that can incur within the
company. There are various activities that are performed by M&S's
manager which are mentioned as below: Talent Acquisition: Initially HR manager select numerous number of
applicants who are skilled and qualified for the certain work profile. Recruitment and Selection: This is one of the most significant that
should be operate through company's manager (Armstrong, 2011). Marks
and Spencer are expertise in the skills as well as they are selected
those applicants who has excellent capability and ability to work and
manage job position in adequate manner. Resolve issue: HR manager is liable for the HR manager to fulfil
their manager to resolve their conflicts among them that can help
them in attaining their business objectives. Training and Development: This is required for organisation like
Marks and Spencer to coordinate the training and development while
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implementing the work related practices in more significant manner
(Albrech, 2011). This is manager to familiarise their worker with the
working environment.
 Give workplace flexibility: This is essential for HR manager to
render more flexible working to entire employee so that they can
control and manage their functions effectively.
CONCLUSION
This can affirm from above mentioned report that HRM can be define
as the administration of personnel of organisation that are the most
essential part of company. There are various functions of HRM such as
hiring and selection, training & development, staffing and orientation,
rewarding and compensation etc. There are various types of hiring and
selection procedure such as internal, external and third party. HRM is able
to uplift the level of production, benefits and efficiency of worker. Worker's
legislations and laws support the rights of personnel of enterprise within
the working organisation that is mandatory for a company to comply. HRM
can assist in operating various activities which are opted for hiring suitable
and effective worker who perform their work to achieve target and business
objectives.
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REFERENCES
Books and Journals
Albrech, S. L., 2011. Handbook of employee engagement: Perspectives, issues, research and
practice. Human Resource Management International Digest. 19(7).
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Armstrong, M., 2011. Armstrong's handbook of strategic human resource management. Kogan
Page Publishers.
Bakker, A. B. and Leiter, M. P. eds., 2010. Work engagement: A handbook of essential theory
and research. Psychology Press.
Berman, E. M. and et. al., 2012. Human resource management in public service: Paradoxes,
processes, and problems. Sage.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
of labor economics. 4. pp.1697-1767.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Cascio, W. and Boudreau, J., 2010. Investing in people: Financial impact of human resource
initiatives. Ft Press.
CHUANG, C. H. and Liao, H. U. I., 2010. Strategic human resource management in service
context: Taking care of business by taking care of employees and customers. Personnel
Psychology. 63(1). pp.153-196.
Cox, M., Arnold, G. and Tomás, S.V., 2010. A review of design principles for community-based
natural resource management.
Crook, T. R., and et. al., 2011. Does human capital matter? A meta-analysis of the relationship
between human capital and firm performance.
Boxall. P. and Purcell. J., 2011. Strategy and human resource management. Palgrave Macmillan.
Chen. C. J. and Huang. J. W., 2010. Strategic human resource practices and innovation
performance—The mediating role of knowledge management capacity. Journal of
Business Research. 62(1). pp.104-114.
Collings. D. G. and Mellahi. K., 2011. Strategic talent management: A review and research
agenda. Human Resource Management Review. 19(4). pp.304-313.
Online
Human Resource Management (HRM) - Definition and Concept. 2016. [Online]. Available
through: <http://www.managementstudyguide.com/human-resource-management.htm>.
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