Table of Contents INTRODUCTION...........................................................................................................................1 TASK 1............................................................................................................................................1 P1. Discuss the purpose and functions of HRM........................................................................1 P2. Explain the strengths and weaknesses of different approaches to recruitment and selection .....................................................................................................................................................2 TASK 2............................................................................................................................................4 P3. Explain the benefits of different HRM practices within an organization.............................4 P4. Evaluate the effectiveness of different HRM practices in terms of raising organizational profit and productivity.................................................................................................................5 TASK 3............................................................................................................................................6 P5. Discuss the significance of employee relations in respect to influencing HRM decision- making.........................................................................................................................................6 P6. Assess the prime elements of employment laws and the impact upon HRM decision- making.........................................................................................................................................7 REFERENCES................................................................................................................................9
INTRODUCTION Human resource management (HRM) is the function of HR department which is the administration of the employees working in the organization. It involves activities like recruiting, hiring, deploying and managing the human capital. The role of HRM is the most crucial for the success of the business as it chooses the best candidates who are eligible to perform the tasks. In this report, Marks and Spencer has been chosen which is located in London, United Kingdom. Furthermore, this assignment includes purpose, functions of HRM, strengths and weaknesses of various approaches, benefits and evaluation of effectiveness of kinds of HRM practices, analysis of importance of employee relations, identification of key elements of employment legislation and application of HRM practices(Noe and et. al., 2017). TASK 1 P1. Discuss the purpose and functions of HRM Human resource management has been defined by Bratton and Gold as “a strategic approachtomanagingemploymentrelationswhichemphasizesthatleveragingpeople's capabilities is critical to achieving competitive advantage, this being achieved through a distinctive set of integrated employment policies, programmers and practices.” Hard and soft model of HRM Hard HRM model have been developed to focus on performance management, forming strategies for achieving organizational goals, cost control and activities like hiring, moving and terminating. On the other hand, soft HRM model considers employees as the prime resource which can be used in the organization for gaining competitive advantage. Determination of expectations of employees, providing training to them, development, commitment, motivation and many more are included in this(Bratton and Gold, 2017). Workforce planning It is the process for making sure that there is adequate pool of talented candidates by which current as well as future needs of hiring employees can be fulfilled. It is a part of strategic planning in which is done by considering the overall objectives of the company . Resources of an organization Resources are categorised into financial having the characteristics of money or which can be expressed in money. Non-financial refers to those which does not involve the element of 1
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money. Human resource belongs to the second category wherein the HRM employ candidates on the basis of their skills and capabilities and are treated as the lifeblood of the entity. Purpose of HRMRight people-In this purpose, HRM is responsible in finding the suitable candidate for the job positions taken place within the organization. With this, the efficiency and productivity of the business are increased(Mondy and Martocchio, 2016).Right time-There has to be a particular time for choosing the candidates as it involves huge costs and budget has to be made plus it is a time consuming process. Hence, unless and until the demand has arose, HRM of Marks & Spencer should not hire employees.Right competencies-The candidates who are being considered for the company should have required skills and competencies according to job positions.Right place-The chosen employees should be given the job tasks or placed in the job positions in which they can use their skills, ideas and efficiency to contribute to the success of Marks & Spencer. Functions of HRMRecruitment-It is the process of finding the candidates and encourage them to apply for the jobs in the entity. It is the beginning of the whole activity.Selection-It is related with selecting the right person who is eligible for vacant job position. Interviews are conducted to know in detail about the capabilities and make decision accordingly.Training and development-Training is the process of providing information to employees with a view to educate them. This helps in increasing the skills, attitudes and better co- ordination within each other(DeCenzo, Robbins and Verhulst, 2016). Motivation-It is an element by which HR manager encourage selected individuals to perform in order to achieve the goals and objectives efficiently and effectively. P2. Explain the strengths and weaknesses of different approaches to recruitment and selection RecruitmentandselectionaretwoactivitiesofHRMwhichareassociatedby identification of job, analysing the requirements of position and giving advertisements regarding the job vacancy. There are different approaches which are as follows:Competency approach-This approach is about choosing the candidates having the capacities and capabilities present in them who can perform the tasks given to them for 2
achievingthegoalsandobjectives.Thisinvolvesanalysingthebehaviourand characteristics of a person for producing desired results which can help Marks and Spencer gain profit. The strengths of this approach are potential candidates can be chosen in the company which are capable of fulfilling the goals and objectives. The possible weakness can be that it is useful in meeting the needs of current environment. Contingency approach-This approach is based on projects that are taken by the companies. The employees are appointed as per the requirements of the project. There is no regular requirement of hiring the candidates and is limited to certain occasion of choosing the employees(Chelladurai and Kerwin, 2018). The main strength of this approach is that best employees can be selected for the project who are able to perform the tasks allotted to them. On the other hand, weakness could possibly be that amount of costs involves in this are huge which ca affect the business. Recruitment can be done by considering different sources which are as follows: Internal recruitment- It is that type of recruitment in which the business search for candidates within the organization. The employees are promoted to senior positions in order to fill the vacancies. External recruitment- It is completely opposite to internal as the employees are selected outside the organization. It is useful in getting fresh talent who have innovative and creative ideas which can be used in the organization. Jobanalysis-Itreferstotheprocessofcollectingtheinformationregardingthe requirements of the employees and analysing them for the job positions. Job descriptions- It means a document which consists of duties and responsibilities that are expected to be carried by the candidates who are applying for the jobs. Personal specification- It describes the qualifications, skills, experience and knowledge that must be possessed by candidates in order to perform the duties.Competency frameworks- It is a model which comprises of the values and behaviours that should be there in the employees(Brewster, 2017). 3
TASK 2 P3. Explain the benefits of different HRM practices within an organization HRM practices are the actions taken by the HR department for the management of the employees in an effective way. One of the main tasks is that, human resources are utilised optimally for achieving the goals and objectives of the company. Its benefits are as follows: Benefits for employees Productivity-HRM practices are helpful in making the employees use their skills, ideas and knowledge in such as way by which goals and objectives can be achieved efficiently. Also, workforce is able to do the work with reduced errors and mistakes. Profitability-HRM practices help the employees in following the strategies formulated by HR manager in order to make them perform well. With this, people working in the organization can get development opportunities by providing training and development to them to motivate them to work well to make profit(Sparrow, Brewster and Chung, 2016). Learning-Employees are required to keep updated about the changes that are taking place outside the organization and have impact on the people working in the organization. This is a continuous activity which is done through effective HRM practices helping the employees learn more. Development and training-HRM practices provide the right guidance to employees through training by which people working in the organization can be developed professionally. Workforce get adequate opportunities for growing in the profession they are currently working in. In this way, goals and objectives can be achieved efficiently. Benefits for employer Productivity-With the use of HRM practices, employers can make the workforce complete their work within the time limit allotted for each tasks. In this way, Marks & Spencer can increase the productivity for making the production double and increase sales. Profitability-Employers use the HRM practices for motivating the working people to contribute to the overall goals and objectives of the company. This is done through rewarding them with monetary as well as non-monetary benefits. Learning-HRM practices comprise of different approaches which can be followed by the employer so that employees can learn new things. In this way, workforce is made to try new things in the existing working pattern. 4
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Training and development-The HR manager can provide training to employees for incorporating changes. Also, it helps in improving the available knowledge which can be applied in the working for attaining the objectives. Flexible working options refer to switching the working hours which are non-traditional according to job requirements, structures and locations. Every employee should be given this choice to in order to retain them in the organization for a long time. The likely benefit of the same for the employer is that staff feel encouraged to come and work at the workplace. In the context of employees, it helps the having a secured future by changing the jobs which have greater chances of professional growth(Brewster and et. al., 2016). P4. Evaluate the effectiveness of different HRM practices in terms of raising organizational profit and productivity HRM practices comprises of number of practices which have been discussed below along with their evaluation of the effectiveness: Performance appraisal-It is the process which involves reviewing of the output given by employees in the overall contribution to a company. It is alternatively known as annual review, performance review or evaluation. The performance of each individual is measured on the basis of feedback and rewards are given accordingly. It is effective in keeping the members motivated for doing their work efficiently. Career management-It is about planning the activities and involvement in the jobs for providing them better opportunities so that they can fulfil their needs and goals. HRM practices are used within the organization for helping the workforce study new course by which their personal skills can be utilised for achieving the goals. The contribution it make is that employees are given the guidance for choosing the appropriate career which can be explored further. Training-It is essential for the development of employees by imparting them the required information in order to make them more efficient. This practice of HRM helps in educating the staff for improving their skills and competencies. It is effective in making the employees have the required capabilities by which work can be performed with increased efficiency. With this, Marks & Spencer can increase the skills of its workforce. Reward system-This system is implemented in all the organizations irrespective of the nature of its business. In this, employees are given rewards based on their performance. These can be in the form of monetary as well as non-monetary and helpful in keeping them motivated. 5
Marks & Spencer can help its staff perform their job with greater productivity(Reiche and et. al., 2016). Recruitment-It is the process by which candidates are chosen for the job vacancies in the organization.Itcanbeinternallyaswellasexternallydependingonthechoiceofthe organization. In the context of Marks & Spencer, it can have suitable candidates for the job position in the entity which can lead the company to make profit and higher sales. TASK 3 P5. Discuss the significance of employee relations in respect to influencing HRM decision- making Employees should have good and healthy relations with the employers in order to form a co-ordination for achieving the goals and objectives. Furthermore, HRM decision making process is followed by HR manager in the organization. It comprises of various stages which have been discussed below: Stage 1- Identification of the needs of employees- This is associated with determination of expectations of the staff in order to fulfil them(Stewart and Brown, 2019). Stage2- Gather relevant information- The information should be gathered about the problems and issues of the employees which so that appropriate decisions can be taken to resolve them. Stage 3- Identify alternatives- Different alternatives should be analysed which is suitable for all the employees. Stage 4- Choose alternatives- In this, the best option should be chosen which is appropriate for all the staff and can help the company gaining the competitive advantage. Stage5- Review the decisions which have been taken. These are important in maintaining the healthy relations with the employer which help them being in the company for a long time. This make them feel as if they belong to the company and make their equal participation in the process. Apart from this, there are strategies for developing good relations with the employees. The same are as follows: Involve team members- Employees are at better position to understand the things happening within the organization. They are familiar with the policies, plans and strategies 6
applied in the company. It becomes imperative to motivate and encourage employees for participating in decision making and have two way communication. This helps in understanding the expectations, needs and demands of the workforce in order to fulfil them.Furthermore, it also helps in mitigating any misunderstandings and promote co-operation among all the team members. Also, it should be direct, clear and relevant.Staff should be made to use written medium for communicating with each other as there might be some things which the workforce may feel hesitant to share.In this way, it can give outcomes which can be used within the organizations. With this, increased transparency and accountability can be achieved. Apart from this, the employer should provide different ways to the people working within the entity to provide their views and ideas. Recognition- It is one of the elements which motivates the employees to perform well in organizational activities. Each one of the working people should be encouraged to complete tasks which can meet the expectations and standards of the organization. If an employee perform abive the expectations, should be praised and rewarded. This helps in retaining them for a long time. P6. Assess the prime elements of employment laws and the impact upon HRM decision-making Sex determination- in general term this law protects any individual in case such person is brief discriminated on the grounds of them being a male or a female, generally in this male domination society females where generally categorised to be uninformed. Now after certain laws and this provisions women and men are considered same in eyes of law and discrimination of any gender is non acceptable(Brewster, Mayrhofer and Morley, 2016). Equal pay: the term is well explainable in itself . People are not discriminated here on what case or gender they belong from this law says every two individuals working at the same post shall be provided the same salary on the grounds of their work and shall not be judged on any other grounds. Disability discrimination: there are several people who have to suffer due to their inability and causing damage in their body. These people are discriminated & eliminated on this ground. The government has realised the fact that any person shall only be discriminated on the matter of minds. Any physically challenged person might turn out to be very sharp in minds. On such basis one shall not provide any discrimination or eliminate them from any cause. 7
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employment tribunals: these were created on the treaties which were created in old eras and were formulated for the fact that keeping relation between two countries. These treaties are modified with time and shall be described for correct employment in countries plus they will be discriminated on any fact. In every government change these treaties are not closed or questioned they can be modified but not revoked(Berman and et. al., 2019). Data protection act: these were created so that people can save their internal and external data either be on terotechnological levels or on written paper work. Technology these days is used to corrupt and irrigate things on several terms and this law helps them in seeking the correct evaluation and protect all their data. 8
REFERENCES Books and journals Berman, E. M. and et. al., 2019.Human resource management in public service: Paradoxes, processes, and problems. CQ Press. Bratton, J. and Gold, J., 2017.Human resource management: theory and practice. Palgrave. Brewster,C.andet.al.,2016.Internationalhumanresourcemanagement.KoganPage Publishers. Brewster, C., 2017.Policy and practice in european human resource management: The Price Waterhouse Cranfield survey. Taylor & Francis. Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016.New challenges for European resource management. Springer. Chelladurai, P. and Kerwin, S., 2018.Human resource management in sport and recreation. Human Kinetics. DeCenzo, D. A., Robbins, S. P. and Verhulst, S. L., 2016.Fundamentals of Human Resource Management, Binder Ready Version. John Wiley & Sons. Mondy, R. and Martocchio, J. J., 2016.Human resource management. Pearson. Noe, R. A. and et. al., 2017.Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education. Reiche,B.S.andet.al.,2016.Readingsandcasesininternationalhumanresource management. Taylor & Francis. Sparrow, P., Brewster, C. and Chung, C., 2016.Globalizing human resource management. Routledge. Stewart, G. L. and Brown, K. G., 2019.Human resource management. Wiley. 9