Human Resource Management: A Comprehensive Guide to HRM Practices

This comprehensive guide explores the fundamental principles and practices of Human Resource Management (HRM). It delves into the purpose and functions of HRM, examining its application in workforce planning and resourcing. The report analyzes different approaches to recruitment and selection, evaluating their strengths and weaknesses. It further investigates the benefits of various HRM practices for both employers and employees, assessing their effectiveness in boosting organizational profit and productivity. The study also examines the importance of employee relations in influencing HRM decision-making, highlighting the key elements of employment legislation and its impact on HRM practices. Finally, the report illustrates the application of HRM practices in a work-related context through specific examples, providing a rationale for their implementation.

Human Resource Management
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Table of Contents
Introduction.................................................................................................................................................4
LO1.............................................................................................................................................................5
P1. Explain the purpose and functions of HRM applicable to workforce planning and resourcing an
organization.............................................................................................................................................5
P2. Explain the strengths and weakness of different approaches to recruitment and selection................6
M1. Identify and explain the HR functions to fulfil the business objectives...........................................8
M2. Evaluate the strengths and weakness approaches used in the recruitment and selection..................9
D1 critically evaluate the strengths and weakness of the recruitment and selection..............................10
LO2...........................................................................................................................................................11
P3 Explain the benefits of different HRM practices within an organisation for both the employer and
employee...............................................................................................................................................11
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational profit and
productivity...........................................................................................................................................12
M3. Explore different methods used in HRM practices.........................................................................13
D2. Evaluate the HRM practices and their application..........................................................................14
LO3...........................................................................................................................................................15
P5 Analyse the importance of employee relations with respect to influencing HRM decision- making.
..............................................................................................................................................................15
P6 Identify the key elements of employment legislation and the impact it has upon HRM decision-
making..................................................................................................................................................16
M4. Identify the key aspects of employee relations management and employment legislation.............17
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D3: Critically evaluate employee relations and the application of HRM practices that inform and
influence decision-making in an organisational context........................................................................18
LO4...........................................................................................................................................................19
P7 Illustrate the application of HRM practices in a work-related context, using specific examples......19
1. The design of a job specification for one of a number of given positions in the organisation.......19
2. A CV for each student, tailored to apply for one of the positions advertised by another team......20
3. Documentation of preparatory notes for interviews, interview notes based on selection criteria and
a justified decision of the candidate selected.....................................................................................22
4. A job offer to the selected candidate.............................................................................................23
Name- Robert Anderson...................................................................................................................24
5. An evaluation of the process and the rationale for conducting appropriate HR practices..............26
M5. Provide a rationale for the application of specific HRM................................................................27
Conclusion.................................................................................................................................................28
References.................................................................................................................................................29
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Introduction
This report includes the management of human resources. In every organization the one of the
best processes is leadership. In many organizations, this leadership function is used. This
function is mainly used in the employee’s management. In this report, the example of
organization Mark and Spencer is taken. The success of any company depends on their
employees. So, it is important to know about the recruitment of the employees and the training
given to the employees. The human resource management is responsible for the appointment of
the employees and their training. By the employees only, any company becomes a well-
organized company. This report includes the functions and the scope of the human resources
management. In this report, there is a study about the elements and objectives of human resource
management. The report includes the key elements of the management. The report also includes
the internal and external factors of the human resources management. There is a discussion about
the organization Mark and Spencer's which is related to the human resources management.
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About Mark & Spencer
Mark & Spencer is well known as a public limited association which deals with retail and
franchise operations as well. The association was founded in the year of 1884 in Leeds, the UK
by Sir Michael Marks Thomas Spencer. The headquarters of Mark & Spencer is in London,
United Kingdom. This association includes the various services related to clothing, food shops,
home and etc. at international level. This company has an attractive slogan which attracts lot of
customers towards this business, that is- ‘Don’t ask the price, it’s a penny.’ Bill Adderley is the
billionaire founder of the chain of home ware Dunelm. The main mission of this association is to
create an inspirational quality which can get access to all. The vision, expertise, and experience
are greatly helping the Mark & Spencer to regain its qualities of leadership by meeting the
flexible needs of the consumers & improving the competitiveness of the business as well.
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LO1
P1. Explain the purpose and functions of HRM applicable to workforce planning and
resourcing an organization.
The HRM gets used in the employment in the process of recruitment of employees and staff
activities in the organization. The main purpose of human resource management is basically in
the three areas of organization which are staffing, employee benefits and training & development
of employees. In the human resource management, the function is to hire the employees and
select them for a job and give them a proper training and development so that they can easily do
a work in the organization. The hiring and the development of people are done in the concept of
human resources management. Human resource planning is the function of the needs related to
human resources of the company. In this planning, there is a need for employees are well
qualified to acquire the particular goals of the organization. (Mukhayloc, et. al., 2014).
The management of human resources work is to maintain the employees and fulfil the vacancies
of the organization. All the safety of the employees is under the HR management. There are
activities which are included in the human resource management. Mainly three functions are
used by the human resources management which is selecting and appoint the employees, human
resource planning and the training given to the employees. These functions are described below
in detail:
 The first function of human resource management is to hire the employees. After hiring, the
selection process is going to start and then the recruiter selected for the jobs.
 The second function is the HR planning. In this function, the identifying of energy which is used
to complete the work is done. (Mukhayloc, et. al., 2014).
 The third function is of training and development which is used to give the training to the
recruiters which are selected for the jobs. This is the main function because in this process the
employee’s skills are developed.
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P2. Explain the strengths and weakness of different approaches to recruitment and
selection.
There are two approaches to recruitment which are internal and external. Internal recruitment is
the way of business in which vacancy is fulfilling with the workforce which exists in the
business. External recruitment is the approach in which vacancy is fulfilling from outside of the
business. The HRM process is about to enhance the skills of the employees. The
Strengths of the internal recruitment of HRM
 It is much easier process
 It is cost effective
 In this process, the ideas of candidates are already known.
 The employee is already adjusted in the workplace.
The weakness of internal Recruitment process is:
 Inefficiencies: This is one of the weaknesses of the recruitment process in which recruiters
gives a time in search and different tools of recruitment which do not give better candidates.
 Narrow Ideas: Organizations which use an internal approach to recruitment can miss the
opportunities of new candidates and their new ideas. Only previous narrow ideas are going
because of internal recruitment.
 Time and Expense: The external recruitment approach takes a lot of time in the process of
recruiting the candidates and the expenses are also more in this process because of marketing and
advertisement for hiring the external candidates.
Strength of external recruitment:
 New ideas acquire in the business.
 Unlimited candidates
 Company get different types of skills and ideas.
 Current team cannot cause resentments.
Weakness of external recruitment:
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 It is more expensive
 This process is longer as compared to other.
 It is difficult to take the person who has no experience.
 The candidate fits in the workplace is not known.
Strength of Selection:
 The selection process chooses the best candidate for the work.
 The candidates chosen in this process have better ability.
 It is quite simple from other process.
 This process is cost effective
Weakness of selection:
 The process of selection is termed to be a negative process was the candidates are rejected.
 The confusion is create in this process
 The selection process is quite effective
 It takes time as per other processes.
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M1. Identify and explain the HR functions to fulfil the business objectives.
Human resources perform many functions in the organization. They are processing on the role of
recruitment and selecting top employees as per their skills. The different function of HRM in
achieving the goals of the business are-
 Training and Development: The HRM is responsible for the training given to the employees
and their development during the training. This is the main function to accomplish the different
goals of the business. The function of human resources in training consist various training needs
and manuals (Camphell and Stanley, 2015).
 Project management: The function of management of a project is also the role of HRM. The
project management helps the company to be organized in a manner and performing the goals of
the company.
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M2. Evaluate the strengths and weakness approaches used in the recruitment and selection.
According to the Cascio (2018), there are so many pros and cons of the recruitment and selection
the external approach of recruitment is used in showing the strength and weakness of recruitment
and selection. There are two approaches of recruitment method one is internal and other is
external recruitment. In the external recruitment, the process is global and vacancies are filled by
the external of the organization. The advantages of external recruitment approach are:
Advantages of recruitment are:
 This process is effective in cost.
 Process the speed of the fulfil vacancies.
 There is a reach globally and have many applications
 Fulfilling the vacancies which are not known to internally.
 Supports in the workplace (Fjelstad, et. al., 2012).
Disadvantages of the Recruitment:
 There are large numbers of applications which are not required by the company.
 The website which is badly designed will damage the brand of a company.
 Occurring of discrimination when the candidates have no knowledge of computer.
 The unusable applicants also used the recruitment process in the bulk.
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D1 critically evaluate the strengths and weakness of the recruitment and selection.
According to Cascio (2018), recruitment & selection is one of the main methods of the human
resource department. The recruitment function is to fulfil the employment needs of an
organization. The recruitment has various strengths and weakness. The selection process is used
after the recruitment process. Both have many advantages as well as disadvantages. The
advantage of the recruitment and selection is to increase the employment opportunities for the
people, it processes in a global manner and it reaches to every person.
On the contrary recruitment and selection which are the functions of human resource
management has different strengths and weakness. The recruitment process has many
disadvantages like the many applications occur which are not of any use. The number of
candidates comes to the organization which has little knowledge. The wastage of time is
occurred due to this process.
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LO2
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee.
It has been observed that the best HR practices greatly help the business to reach on top.
Including some of the important HR practices leads to the betterment of the association by
reducing the various kind of negativity from the business. Some of those best HR practices
which get used in the business of Mark & Spencer are discussed below-
 Training & Development-According to Ortega, et. al., (2017), conducting the classes of
training & development greatly helps in improving the performance of the employees in a
different manner. The training makes an employee much more knowledgeable about the related
task or duty which he or she is going to perform in future references. It also helps the employer
in meeting the needs and requirements of the business (Ortega, et. al., 2017).
 Performance Management- According to Chelladurai, et. al., (2017), this practice of human
resource department greatly focuses on meeting the standards and objectives of the Mark &
Spencer. Maintaining the performance sheet helps the employer to get the knowledge that where
the employees are lacking behind in meeting the business needs. As same the employees become
more efficient in improving on the required areas. All these practices greatly help in meeting the
objectives of the business (Chelladurai, et. al., 2017).
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P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity.
It is well known that the human resource department practices greatly help in raising the
standards of the business in a perfect manner. As same it also focuses on increasing the
productivity and profitability of the business in different ways.
According to Banfield, et. al., (2018), in the training & development classes the trainers focus on
the skills of the employees and works on improving them if it requires. As same the training &
development classes include the various opportunities to learn many more things which can help
the employees to perform better. These practices become the reason for an attractive
performance of the employee which takes the business to the higher profitable association in the
target market. Conducting the meetings or seminars also gets considers as the practices of human
resources management which focuses on increasing the profitability and productivity both of the
Mark & Spencer (Banfield, et. al., 2018).
According to Rees, et. al., (2017), the HRM practices also include some seminars or concerts
which help in boosting up the morale of the employees. It generally gets conducted to encourage
or motivate employees. By this, an employee gets motivated towards their performance and
tends to work hard to meet their objectives. Meeting their objectives leads to increase the
productivity of the association and greatly contributes to meeting the standards of the profit in
the target market. These practices of human resource management greatly help the business of
Mark & Spencer in expanding their business globally by satisfying the customers’ needs and
requirements fully. Training & development makes the employees perfect in meeting their
performance criteria’s in an efficient manner. As same it also helps the employees in
understanding the objectives of the business (Rees, et. al., 2017).
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M3. Explore different methods used in HRM practices.
The HRM practices of Mark & Spencer includes various processes, which are such as follows-
Recruitment & selection process
In this process, candidates get recruited and then an interview gets conducted of them. According
to their interviews, they get hired or selected from the human resource department in the
association. This procedure helps in selecting the efficient employees who greatly contribute to
meeting the business requirements.
Making the policies and procedures
Following the rules and regulation which has been prepared by the HRM contributes to reducing
all the risk factors which can hamper the success and goodwill of the business in any manner.
Policies and procedures basically include the proper management of leaves, holidays, laws, rules,
regulations and etc. Following the rules and regulations helps in increasing the efficiency of the
Mark & Spencer and takes the business on top (Banfield, et. al., 2018).
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D2. Evaluate the HRM practices and their application.
According to Chelladurai, et. al., (2017), the best human resource practices include managing the
people very effectively for the best performance through the performance management system. It
focuses on an individual’s objectives to get tied to the objectives of the department which helps
the business in a different manner. As same regular coaching, developing skills of the employees
at the workplace and etc. also get include herein (Chelladurai, et. al., 2017).
According to Bratton, et. al., (2017), the human resource management of Mark & Spencer
focuses on enhancing the competencies of the staff with the help of effective ways of training. It
helps all the employees to perform better and in getting the desired outcomes or results.
Delivering the best quality products and services by engaging the staff helps in developing the
culture of the services. As per the lateral thinking, it also focuses on solving the issues by the
creative or indirect approach by viewing the issue in a usual light. The human resource
management is the department who looks upon it. The human resource management with their
different practices increases the efficiency of the business and interest of the employees to
perform better (Bratton, et. al., 2017).
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LO3
P5 Analyse the importance of employee relations with respect to influencing HRM
decision- making.
It is well known that maintaining the stronger employee or employer relationship can get
considered as the key to success of the association. Strong bonding in between the employer and
employee makes it easier for the human resources management to take any decisions for the
betterment of the business. The human resource management can freely take any decision in
regards to bringing the efficiency in the business. The strong bonding in between of employees
also includes some new ideas and thoughts by the discussion of all the employees and employers.
It helps the business in meeting the needs and requirements in an efficient manner. Mark &
Spencer also having the strong bonding of employees and employer because of which it is able to
increase their productivity and profitability in an efficient manner (Ellmer, et. al., 2018).
At the other hand, the negative relationship in between of both of these takes the business into
the situation of loss or negativity. The human resource management gets fails in taking the
effective decisions as because a fear takes place of raising the conflict in between of employees
and employer of the Mark & Spencer. This kind of the things or not taking the actions takes the
business into the situation of loss or negativity. It also hampers the goodwill and success of the
business in various manners (Vora, et. al., 2017).
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P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision-making.
The key elements of employment legislation includes the minimum wages, meal breaks, equal
employment opportunity, rule and regulations of the working time, sexual harassment, working
conditions, wages and remunerations and etc. All these key elements also impact the decision
taking of human resource management. It includes the human resource department in taking the
effective& efficient decisions regarding the designs, safety, and security of all the workers at the
workplace. The personnel of the human resources management require complying with all the
minimum needs and requirements. If in case they fail to do the same they surely get penalised for
it (Iqbal, 2017).
At same the key elements of the legislation focuses on the employees from inequality &
discrimination. All the managers from the human resource department require formulating the
special and specific plans of HR and the various policies for managing the work in the Mark &
Spencer. The legislation also helps in regulating the policies of payroll and the other
remuneration or plans of benefits in line with the scheduling and planning of working time. It
helps the human resource management to go with the equality and confirming fairness as well
(Gani, et. al., 2017).
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M4. Identify the key aspects of employee relations management and employment
legislation.
Maintaining the relations of the employees is importantly required in meeting the business needs.
ERM (Employee Relations Management) basically supports the relationship between the
employees and company of Mark & Spencer. The employee relationship management also
focuses on enabling the workers to collaborate on some of the typical managerial duties or tasks
with their bosses (Cascio, 2018).
Employee legislation is known as a law which governs employment within the place of work
with everyone who is working in the association. Employment legislation includes various types
of employment protection procedures or measures, court ruling, some of the collectively
bargained situations of employment, customary practices and etc. It focuses on basic rights of the
employees at the workplace such as fair compensation, freedom from the discrimination, various
rights of privacy and etc. (Karanja, et. al., 2018).
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D3: Critically evaluate employee relations and the application of HRM practices that
inform and influence decision-making in an organisational context.
According to Vora, et. al., (2017), the strong relationship in between of the worker and employer
helps in solving all the issues of the association in an efficient manner. The various practices of
HRM such as training and development help in correcting all those skills or issues which is
hampering the performance of the employees. All these practices greatly influence the decision
making of HRM in an efficient manner (Vora, et. al., 2017).
According to Narayana (2017), the applications & all the practices of HRM influence the
decision making of the association. It basically leads to takes some creative or effective decisions
which can get proved as beneficial for the success of the Mark & Spencer in an efficient manner.
As same strong bonding also leads to the success of the business (Narayana, 2017).
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LO4
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples.
1. The design of a job specification for one of a number of given positions in the
organisation.
Job Specification of Assistant Manager of HRM
Assistant Manager of Human Resource Management
Description
The assistant manager is completely responsible for managing all the activities of human
resource department.
Experience Required
5 Years of experience in the same field
Taking care of all the activities of human resource department
Education
Bachelor’s degree in the HRM or related field.
Basic knowledge of computer is a must.
Master in the HRM preferred.
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2. A CV for each student, tailored to apply for one of the positions advertised by another
team.
CURRICULUM VITAE
Taxes
5 Avenue,
Sale, Main-04
Mobile No- 9945******
Email Id- cma***@gmail.com
Career Summary:
Excellent skills in office Management, Good in administrative support, proficiency in the Office
programs of Microsoft.
Problem solver, the strong planner, exceeds the expectations. Quality focused personality.
Skills sets:
Complete knowledge about the activities of HR
Time management skills
Multi-tasking personality
Employer:
6 Years of experience as an assistant of HR
Handling of Key Responsibilities:
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Updating the association related excel or spreadsheets for employee and business both benefits.
Helping the workers or the employees with the various claims of insurance.
Focusing on the rules and regulations of the company.
Preparing the company newsletter monthly.
Assisting the managers in the wellness of the business.
Answering the multiline telephone of at the same time.
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3. Documentation of preparatory notes for interviews, interview notes based on selection
criteria and a justified decision of the candidate selected.
Documentation of preparatory notes
 Candidate should have graduate
 Candidate should have learning skills
 Needs to check the stability of the prior organisations
 Candidate should be friendly
 Candidate should have the basic knowledge of computers
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4. A job offer to the selected candidate.
Offer Letter to HR Assistant Manager
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Name- Robert Anderson
Address- XYZ
Date- 05- June- 2018
Dear Robert,
We are so pleased to inform that you have been selected as HR Assistant Manager for the XYZ
company.
Responsibilities and Job Duties:
 Providing the general information on employment to the employees or applicants.
 Ensuring the submission of the forms.
 Receiving the general questions from the applicants.
 Verifying that if the applicant is meeting the criteria for employment.
 Comprising the routine assignments.
 Developing the general report information efficiently.
 Responding the phone calls.
 Taking the actions independently for the betterment of the business or employees both.
Contracts:
You will be reporting to- Sr. Manager- Chris Thompson
Working Hours: 10: 00 AM- 7:00 AM
Basic Salary: $ 25000 per Month
Compensations & Benefits: Dental care, Transportation Health Insurance and etc.
We are feeling delegated in sending you this offer for working with us. For starting with the
same please sign it and approve it as well. We would like to work with you to meet the goals of
the business.
25

Sincerely,
Andrew Thomas
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5. An evaluation of the process and the rationale for conducting appropriate HR practices.
The human resource management practices will help in meeting the objectives of the business in
a proper manner. The recruitment and selection process will greatly help in meeting selecting the
desired candidates who will be helping the business in meeting the goals and objectives of the
business in an appropriate manner. At the other hand, training and development classes will be
helping a person to be more developed and maintained for working hard with quality. Equality
and security which will get provided to the employee in the association will help in increasing
the trust and faith of the candidates towards the business.
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M5. Provide a rationale for the application of specific HRM.
The management of Human resource management module gets consider as the component which
helps in covering so many other aspects of the application of retirement. The functions of human
resource management basically involve the placement, recruitment, compensation, evaluation,
development and etc. of the employees or workers of the association in such a great manner. The
human resource department includes various responsibilities such as staffing of the employees,
compensation, benefits of the employees, designing and defining the work and etc. (Cascio,
2018).
The main purpose of human resources management is to maximise the productivity of the Mark
& Spencer by optimising the efficiency and effectiveness of the workers of the association. As
same it also helps in increasing the profitability of the business and takes it on top in the
competitive market. All those functions which can get proved as beneficial for the success of the
business get organised by the human resource management.
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Conclusion
This study of human resource management greatly helps in understanding the duties and
practices of HRM in the business. As same it also gets clarifies the actual role or importance of
the human resource management. The imperative role of the employee relations in swaying the
decision making of HRM has analysed very well. Many of the key elements of employment
legislation which highly impacts upon the decision making of HRM have been focused on very
well. The employee relations management & employment legislation has also identified in an
efficient manner in this unit. The evaluation of employee relations & the HRM applications
which informs & influences the decision making of the association has also taken place herein.
29

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