Purpose and Functions of HRM in Workforce Planning and Resourcing

This document discusses the purpose and functions of HRM in workforce planning and resourcing an organization. It explores the strengths and weaknesses of different HRM approaches of recruitment and the benefits of different HRM practices. The effectiveness of these practices in an organization is also analyzed.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
LO 1.................................................................................................................................................3
P 1 Purpose and functions of HRM, applicable to workforce planning and resourcing an
organisation..................................................................................................................................3
P 2 Strength and weakness of different HRM approaches of recruitment..................................4
LO 2.................................................................................................................................................6
P 3 Benefits of different HRM practices.....................................................................................6
P 4 Effectiveness of different HRM practices in organization....................................................7
LO 3...............................................................................................................................................10
P 5 Importance of Employee Relations.....................................................................................10
P 6 Key elements of employment legislation............................................................................11
LO 4...............................................................................................................................................12
P 7 Application of HRM Practice in a work-related context.....................................................12
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Human resource associates, are controlled and monitored by the human resource
management. This department gets in a better functioning and performance of the business in the
market since the internal factors can be influenced by this department and be motivated for
matching the demands of the customers as well. Marks & Spencer was established in 1884 by
Michael Marks and Thomas Spencer. The headquarters of M&S is in London, United Kingdom
and is serving worldwide belonging to the retail industry. The report would consist of Purpose,
scope, analyses of HRM approaches for recruitment and practices to improve the profitability of
the business. The report further would also be discussing the relationship with the employees and
their influence in the decision making. There are legislatures which have to be implemented and
also affect the functioning of HRM from time to time would also be evaluated in the further
report.
MAIN BODY
LO 1
P 1 Purpose and functions of HRM, applicable to workforce planning and resourcing an
organisation
Human resource management has purpose and functions in business which would be
discussed in the further report in detail.
 Employee training and development
There are a lot of training and development sessions which are conducted by the HRM of
M&S from time to time so that there is going to be a balance in the changes which are coming in
the company (Azeez, 2017). This is one of the major roles and responsibility which this
department has in the business which can help the employees be capable enough to match the
expectations and standards of the company. Purpose of training is to make sure that the

employees are giving their best in the organization according to the right information and
expectations.
 Recruit skilled employees
The primary purpose of the human resource management is to recruit the right candidates in
the organization which would help Marks & Spencer be able to operate effectively and match
their standards in the market. There is an increase in the demands and expectations which is why
the company will have to get in experienced and skilled workforce so that the objectives and
goals can be achieved easily for a long run in the market.
 Manage employee issues
All the issues which are related to the employees are solved by this department from time to
time so that there is going to be higher understanding and the functioning is going to be better
(Peccei and Van De Voorde, 2019). The satisfaction of the employees is very important so that
they give in their personal best for making the company achieve the goals. To remove the high
turnover of employees there are designated positional role in business so that there is going to be
sustainability in the employees.
The roles and responsibilities of human resource management which are mentioned
above help the business to be able to achieve their goals and objectives in the market. Those are
the primary roles and responsibilities which have been discussed above so that there is a better
human resource management in the business (Hitka and et.al., 2018).
P 2 Strength and weakness of different HRM approaches of recruitment
Marks & Spencer is belonging from the retailing industry which has been operating in the
market from 136 years. This organization has expanded itself over the years and is serving across
the global which is a great advantage for the company. There are more than 1400 locations
which the company has stores and ventures in and the company’s main products are clothing,
good products, home products, etc which basic requirements of the customers. The net income of
the organization as of 2020 is £27.4 million and has started serving the customers online as well
according to the situations which have arose in the world.

The external and internal recruitment and selection is being followed by the human
resource management in Marks & Spencer (Mishra, 2017). There are a lot of advantages and
disadvantages which are present in this approach which is why the company will have to be
particular will making decision which is going to be discussed in detail in the further report.
Internal recruitment
This is a recruitment approach
which is being followed by the
human resource management
in Marks & Spencer. This is
going to allow the employees
get rewards and performance
of them is going to better so
that there is going to be better
functioning. This is used in
promotions of the employees
so that the role of the
employees is going to be clear
(Kehoe and Collins, 2017).
There is a better sense of
clarity and healthier
environment which would be
better for the company in the
market. The results are going
to be better and the company
is going to have better
functioning which is going to
be better functioning in the
future.
Strength of internal
recruitment
There is a promotion which
the employees get which is
already associated with the
organization in their
designation which can
increase the productivity
(Shen and Benson, 2016). The
employees do not have to be
motivated from time to time
but will be self motivated to
get higher designations which
are being provided by the
company according to the
performance. This is a very
good reward which the
organization is providing to
the employees. This practice is
going to make the culture and
respect for each other in the
organization increase and
Marks & Spencer will be able
to operate effectively in the
market.
Weakness of internal
recruitment
There are going to be less
creativity and ideas which
would be generated in the
organization and that is not
good for a long run since the
competition in the market is
also increasing. The
employees who do not find
designation will be
demotivated and the
productivity level can reduce
(Olson and et.al., 2018). There
is a lot of politics which can
be involved in this factor and
Marks & Spencer will have to
suffer because of this factor.
There are a lot of times that a
non deserving employees is
motivated in the company and
the organization will not be
able to operate effectively in
the market.
External recruitment Advantages of external Disadvantages of external

The candidate which is hired
and has no association with
the company is external
recruitment and this has their
own advantages and
disadvantages. This is another
approach which is being used
by Marks & Spencer and will
be discussed in the further
report.
recruitment
There are a lot of experiences
and fresh approaches can be
there so that the company will
be able to have better
functioning and performance
is going to have better
operations. The company is
going to have good growth in
the market when there is going
to be new entrants and Marks
& Spencer so that there is
going to be better operations.
recruitment
There is a lot of investment
which the human resource
does to get in the right
candidates in the organization.
There has to be training and
information which has to be
given to the candidates so that
there would be better
productivity and the company
will be able to get more
profitability (Makedon and
et.al., 2019).
LO 2
P 3 Benefits of different HRM practices
Employer benefits
There are a lot of benefits which the employers receive because the practices which the
human resource management is following in the business. There are right recruitment practices
and selection for the designation which has to be filled so that the company can have better
performance. To have good productivity and operation there has to be good training and
development which needs to be provided to the employees so that the productivity is resent
according to the standards (Barrena-Martinez, López-Fernández and Romero-Fernandez, 2018).
Talent management is another practice which the HRM has to handle so that there is going to be
right employees and candidates which are going to be present for the activities to take place.
There has to be good confidence and motivation in the employees of the organization so that the

objectives and goals can be achieved in the company and that is going to be very beneficial for a
long run as well.
Employee benefits
There are a lot of benefits which the employees of Marks & Spencer are also receiving
from the organization which is very responsible for a long run. There are right jobs for the right
employees and the practices for recruitment and selection is excellent. Training and development
is very important in business so that there is going to be better performance and there must be a
good support as well so that there is going to be good achievement which would be present.
There are sessions which are held by HRM of Marks & Spencer so that the morale of the
employees can be boosted. There is a culture and resulting has to be good so that there is going
to be better operations and the management is going to be present and the practices have to be
present in the company.
Training in relevant skills
There are a lot of skills which have to be improved of the employees so that there is
going to be good functioning and the operations are going to be present for the organization as
well. There are more skills which the employees of M&S have to get for the benefit of the
company so that they will be able to compete effectively.
Fair and performance based compensation
The employees have to give a fair performance and rewards must be given to them
according to the efforts they put in the company so that there is going to be better functioning.
P 4 Effectiveness of different HRM practices in organization
To achieve the objectives and needs of the company there are a lot of practices which the
human resource management has to follow of Marks & Spencer. A lot of opportunities which the
employees can get in the company when there is going to be a right practice is going to be used
in the organization and would be discussed in the further report (Jiang and Messersmith, 2018).
Performance based compensation

The performance of the employees has to be good and for that rewards, incentives, etc
have to be provided to them so that they give in their personal best. The organization will have to
make the perform increase so that the demands of the customers can be met.
Training and development
The training and development is going to make the working of the organization improve
and the organization will be able to operate effectively in the market. There has to be good
functioning and performance because the competition in the market is increasing therefore it is
very important for the company to be able to operate effectively.
Internal recruitment
The company can get a unique identity in the market when there is going to be an
individual which is experienced and skilled in this field which Marks & Spencer can take
advantage of. The designations which are higher are filled with experienced, knowledgeable and
older staffs which are associated with the company from a long run so that there has to be not
external recruitment and time consuming training.
 Benefits to employees
To have an increase in their salary they would want higher designations and for that they will
have to work better and perform effectively in M&S. There are policies which are made by the
company for the benefit of the employees and the old staffs associated with the company have
this right to get higher designations easily (Zehir and et.al., 2016).
 Benefits to employers
The employees are motivated all the time which are working in the organization so that the
company will be able to grow in this competitive market which is going to be very helpful. The
quality of products and production level is going to be better of the company so that there is a
higher performance.
External Recruitment

The candidates which are not associated with any organization in the market are also
given an opportunity by Marks & Spencer to prove themselves and those who can match up to
the standards of the company so that the reputation of the organization is going to be maintained.
 Benefits to employees
This gets in a lot of opportunities for people to work with great organization in the
industry. There are going to be lot of perks, incentives, other benefits which would be received
by employees of the organization and gain experience in the market which can be very helpful
for a long run (Gill and et.al., 2018).
 Benefits to employers
There are a lot of new ideas which would generate in Marks and Spencer which is going to
be very beneficial for the company because of the human resource management. There is going
to be an exchange of experience and the company will be able to make everyone grow in the
market.
Training and development
There are a lot of programs which are present in Marks & Spencer for the employees for
training so that the standards of the organization are going to be present by the human resource
management of the company.
 Benefits to employer
There has to be good improvement so that the company can give their best in the
industry. Improvement in retailing industry is very important which the employees have to get so
that there is going to be better performance and functioning (Barrena‐Martinez, López‐Fernández
and Romero‐Fernández, 2019). The company will have to grow more so that Marks & Spencer
will be able to compete in the market effectively.
 Benefits to employees
There are a lot of skills which can be developed like communication, research, etc for the
employees by giving them training. There has to be a very good environment which should be
provided to the employees so that there is going to be better performance so that the expectations
and standards of the company can be maintained.

LO 3
P 5 Importance of Employee Relations
Employee relation is the internal factor of the company which needs to be balanced so
that there is going to be better functioning and understanding in the company which reduces
conflicts and increases the productivity. The decisions of human resource management can get
influence by the relations they have with the employees. The decisions have to make in such a
way so that the employees and employers have a good relationship in Marks & Spencer. There
are a lot of events which are being held by the human resource management of the company
currently in which both employees and employers are being invited for it (Obedgiu, 2017). The
productivity and operations have to be maintained therefore the human resource is very careful
before making any decisions so that there is going to be better performance of the organization.
There are a lot of efforts which are required in a business for the workplace to have a positive
working environment which is going to make the profit margins and sales improve. To improve
the relationship there are measures and techniques which have to be used in the organization so
that there is going to be a balance in the working which is going to be very beneficial for a long
run. An employee only works in a good management and in an environment which is having
good relationships according to experts therefore it is very important for Marks & Spencer also
to have this factor effective in the company.
In present the HRM are taking decisions to improve the employee relations for the
workplace to have better functioning. For example the manager of HR is currently working on
the employment laws and implementation of them in the organization. There are a lot of laws
which have to be values and implemented in the company so that there is going to be systematic
functioning which is going to be present and right measures which have to be present as well.
And on the other hand there are issues of the employees which have to be solved from time
which can be regarding the salary, leaves, etc (Santhanam and et.al., 2017). The decisions always
have to be in favour of the employees which make the workability improve. There are a lot of
practices which are being used by the HR manager of Marks & Spencer so to make sure that the
ethical manner is going to be present and the right candidates are going to come in the

organization. There is a dignity which needs to be valued of the employees in the company and
there are ethical measures which have to be taken for the employees by the HRM of the
company. There is an extra- ordinary relationship which needs to be maintained of the
employees and the employers in the company so that there is going to be better functioning and
performance in the market. For the upper management to be able to operate effectively there are
a lot of relationship balance which the HRM has got in M&S and that is a very good factor.
There has to be effective and efficient working in the organization so that there is going
to be better operations which can take place. The upper management will have put in their best in
the organization so that there is going to be better understanding and working. Existing
management will have to conduct god business operations so that the company will be able to
compete with the competitors in the market effectively (Turulja and Bajgoric, 2018). The
internal factors do have a great influence on the external factors which is why there has to be
good relationship between employees and employers in Marks & Spencer.
P 6 Key elements of employment legislation
Some key elements of employment legislation have been discussed below. These all
elements of employment legislation can affect to the decision-making process of human resource
management at Marks Spencer (M&S). According to the UK’s business law environment, HR
manager has always required to take steps toward properly adhering employment law in its
different practices (Analoui, 2018). Basically, this law provides an effective framework to a
business to legal formed in the market place. By adhering employment law, the company can
simply gain an effective workforce as well, because most employees always like to work in that
workplace where present management has successfully managed different elements of
employments of employment legislation. In his situation, few major elements of employment
legislation have been discussed below;
HSWA (Health and Safety at Work Act - 1974): Safety and security are key components of
employment law, because a business has always required providing safe and secure workplace its
various employees. Employee’s law generally gives right employees for working in that
workplace which is fully favorable for their health. In this situation, this elements influence to

HRM to take decision for creating a healthy and happy workplace to fulfill the obligations of
employment law. In case, if the management not enable to provide safe and secure zone o
various employees in workplace, then they have full right take a legal action the business. That’s
why it is very mandatory to human resource department of M&S to formulate a safe and secure
workplace.
Equality and diversity act – 2010: Equality and diversity management is also a key element of
employment law. Basically, each business within the UK is responsible to implement equality
and diversity act within its workplace, because this is very necessary to provide great growth
opportunities to all employees within workplace. Equality and diversity management plays an
effective role in removing different unethical aspects from the workplace, like; discrimination,
abuse and harm (Plaskoff, 2017). These all unethical factors always negatively affect
performance of employees in workplace. HRM at M&S is fully responsible to take decision
towards implementing this element of employment law within workplace.
These all are key elements of employment law which has affected to decision-making of
human resource management department at M&S. By adhering employment law in workplace,
HRM can simply make its operations legally formed.
LO 4
P 7 Application of HRM Practice in a work-related context
Job specification
Job role
Requirement of a human resource manager in Marks & Spencer
Reporting to
The manager will be reporting to Steve Rowe who is the chief executive of M&S.
Timing
There is going to be flexibility which is going to be provided to the human resource manager but
the manager must complete 55 hours of duty per week.
Qualifications

The candidate must have done bachelors in human resource as well as a master’s degree in this
field. Any other course related to this field will be given preference.
Soft skills
 The candidate must have strong communication skills so that there is going to be a good
clarity and standards of the organization will be maintained.
 The control over the employees must be friendly and a professional environment must be
created as well so that there is going to be good understanding and the objectives of M&S
is going to be fulfilled from time to time.
 There has to be good experience of handling situations and employees in the past because
M&S will want an experienced candidate for this job. There must be flexibility which
needs to be provided to the employees from time to time but there must be a good
understand as to when to give this freedom and when not so that the company can benefit
from this factor.
Hard skills
 The control and supervising skill in the candidate has to be good so that there is going to
be better achievement of Marks & Spencer.
 The manager must look at the bigger picture for the company and focus on time
management for the tasks in hand so that the company can have smoother functioning.
 The changes which are coming in the organization have to be not just implemented but
also made sure that they are being followed effectively so that the organization may
benefit from it.
CV
Name: Lucy Smith
Address: #873, Rockwood street, London
Email: [e-mail]
Education
 Finished graduation from Queen Mary University from London.
 Masters in human resource management from Imperial College, London.
Working experience

 Worked in a small start up as a part of the human resource team for a year to gain more
knowledge and experience in this field so that I would be able to grow in this field and
career for myself and made a lot of observations as well.
 I have also interned with Marks & Spencer in 2018 for 6 months which makes me have
an understanding of this organizations functioning and measures which have to be taken
if necessary.
Skills
 I can guide the employees well and give them a sense of direction so that the productivity
of the company will be able to benefit from this factor.
 Rules and regulations are strictly followed by me and I would make sure that they are
being implemented in the organization as well so that the reputation of the organization
does not fall in the market.
 I can make the missions and visions of the organization be met by having effective team
work in the business.
 I have basic knowledge of computers which are enough to be a part of the human
resource management department.
 I can understand the employees well and trained then accordingly which would help the
employees be satisfied and the quality of products and services of Marks & Spencer is
not going to be affected negatively.
The interview has been scheduled for the candidate on 1st of October, 2020
Questions to be asked by interviewer
 The experience, knowledge and qualifications you hold of this field?
 The competitive knowledge you gained while your internship with this organization?
 Measures which would be appropriate to be taken in any kind of situation for the benefit
of the organization?
 Approaches used for team work and what is your experience in supervising the
employees in business?
Selection procedures
It is on the bases of principles, skills, work ethics and knowledge will the candidate be
selected in this organization. There is a requirement of a lot of experience and knowledge which

Marks & Spencer would look for since they have a reputation in the market which needs to be
maintained. The soft and hard skills of the candidates will have to be evaluated by the
organization so that the right candidate can be selected by the organization for having a better
satisfaction level and higher achievement for the missions and visions.
CONCLUSION
From the above report it can be concluded that the functions of HRM are very important
in a large organization so that there is a higher performance and smooth functioning. The
objectives and goals have to be achieved in this competitive market which is why there have to
be more practices which need to be implemented so that there would be higher satisfaction level
of the customers and the employees in business. The profitability and standards of the brand can
improve of the organization if there are right measures which are being taken by the company on
time. There are a lot of approaches and measures which the HRM can take for the benefit of the
organization and they must make sure that they are not taking any risk to achieve the objectives
in the market.

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