Human Resource Management: A Comprehensive Guide to HRM Practices

E179 DIANA FILIPESCU BUSINESS HUMAN RESOURCES
MANAGEMENT
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Table of Contents
Introduction...................................................................................................................... 3
LO 1................................................................................................................................. 4
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organization...............................................................................................4
P2 Explain the strengths and weaknesses of different approaches to recruitment and
selection........................................................................................................................... 5
LO 2................................................................................................................................. 9
P3 Explain the benefits of different HRM practices within an organization for both the
employer and employee...................................................................................................9
P4 Evaluate the effectiveness of different HRM practices in terms of raising
organizational profit and productivity..............................................................................10
P5 Analyze the importance of employee relations in respect to influencing HRM
decision-making............................................................................................................. 12
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision- making............................................................................................................ 13
P7................................................................................................................................... 14
References.....................................................................................................................21
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Introduction
Human Resource Management can be defined as a strategic approach towards the
basic purpose of hiring and selecting employees. It is basically a recognized term
devised for the management of people within a particular organization. Therefore, the
basic function of the management is to look after several policies which include
recruitment, promotion, training, compensations, selections and many more. However,
the chosen company here is Marks & Spencer through which the policies, functions,
strategies and several departments of Human Resource Management will be defined. It
is only through the Human Resource Management, that the company is reaching to the
heights and achieving heights which in turns benefit both the employers as well as the
employees.
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LO 1.
P1 Explain the purpose and the functions of HRM, applicable to workforce
planning and resourcing an organization.
The basic purpose of Human Resource Management of Marks & Spencer is as follows:
It primarily focuses on sharing internal sources and related knowledge within the
company. The “Employee Champion” aims to administer that all the employees can
communicate with the HR team and provide them with adequate resources as per the
company budget so that the working system does not lack behind (Brewster, 2017). It
views that all the payroll services, allocation of resources, monitoring the attendance
and keeping track of employee’s work which all fall under the transactional activities are
done efficiently.
Recruitment of well skilled people is needed so that it fosters high performance with
accuracy. It will also approach innovative ideas to create a bigger segment of the
business in future. The HR engage with the employees from the very first day of their
job so that they are committed towards their work ,understand the fundamental logics
and no deficiency in development and training takes place .Without proper training
neither can the employee perform the work nor the company can profit. High work
performance demands long time training and clear understanding of the work.
Maintaining of transparent relationship so that the data shared between the company
and the employees are secured (Cannon and Hillebrandt, 2016). Also at the same time
there is a trust developed which results in connection of emotions and company’s
success. This strong bond between them brings about unity in the entire company.
Excellence is achieved on the basis of many factors out of which trust and loyalty
stands most high.
Reward System – Marks & Spencer is a company which despite being in losses since
2018 does appreciate its employees for their service and also rewards them for their
appreciating service which is termed as ‘bonus’ (Stevenson and Cole,2018) . Workforce
planning _ Marks & Spencer being a largest retail company with more than 450
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workplaces tries to maintain a healthy workforce planning .It considers this function to
be the key for maintaining a healthy atmosphere amongst the employees .This
concludes that Marks and Spencer gives emphasis on rewarding the employees for
their work because this will help them get motivation and strength to work more
efficiently.
Therefore , Marks and Spencer tries to incorporate all these functions and purposes in
order to contribute to workforce planning .It is the first step towards resourcing an
organization .It can be stated in this manner, if the base level which is employment
sector is efficient and engaged ,then only an organization can be flexible and
resourceful .
P2 Explain the strengths and weaknesses of different approaches to recruitment
and selection.
Recruitment is the process of appointing employees on the basis their capacity, talent,
efficiency, sincerity and ability to learn new task within the allotted time limit.
Recruitment is basically done by the Human Resource department, or sometimes by the
employment agencies in the public sectors. Proper planning is required to be carried out
so that the recruitment process is done properly. It helps to compress the work pressure
by increasing manpower. There are two different approaches of recruitment in Marks
and Spencer .
(a) Internal Approach :
 The recruitment is done within the organization that is the recruiter appoints the
employees from within Marks and Spencer Company itself. The vacancies of
this company are filled up by the currently working employees who will be
reassigned for the new position and this is done by either giving them
promotion or internal transfer.
Strengths of Internal recruitment are as follows:
 It is cheaper and less time confusing: because the recruitment does not
include traveling to remote places and does not require allocation of any
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resources as the interview takes place at the company itself. It also does not
need much time and hence it is quicker. In today’s generation, time is one of
the main factor. We have enough jobs and employees but run lack of time, so
not only doing the recruitment is important but also within small amount of time.
As Marks and Spencer is one of the well known biggest company it has many
tasks which are way tougher and consumes a lot of time. Hence the
requirement should be faster to pay more attention and time to other works.
 The company knows what it is getting: as the recruitment is taking place
within the company, the recruiters of Marks and Spencer know about the
employees and how much capable, productive, loyal, dedicated, sincere and
hardworking they are. Hence the recruitment is more faster. It is short as they
do not need many processes to evaluate the workers.
 It can make you more attractive employer: It gives opportunity to the Marks
and Spencer staff to go ahead and get reassigned for newer posts. This new
post comprise of the more advanced jobs which give a great opportunity to
them. For example If someone is already expert in the field they are working in
then they can be expert in other fields too because integrity of a true worker
matters (Brewster, 2017). Also it provides scope for progress. They can self
evaluate themselves by getting into new work, new post. In this process talent
is also explored of the worker which was hidden.
Weaknesses of Internal Recruitment are as follows:
 It can cause conflict among the co-workers: As the recruitment takes place
within the company one employee getting selected and the other one not
creates jealousy and breaks the bond between two workers. Also it is said that
partiality takes place. The recruitment is questioned among the workers and
often not appreciated as they feel they were better than the one who got hired
for the other post. Other workers who were interested in applying end up
shocked and upset that their importance was not being appreciated.
 Respect can be an issue: The currently working employee who was lower in
post and got promotion may not get equal respect as compared to his co-
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