Human Resource Management and Performance

This assignment provides an in-depth analysis of human resource management (HRM) and its impact on organizational performance. It covers various aspects of HRM, including training and development, succession systems, high-performance HRM, and more. The assignment also touches upon the importance of HRM in driving innovation and strategic entrepreneurship. With a focus on real-world applications, this assignment is suitable for students seeking to understand the role of HRM in achieving business success.

Human resource management
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Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
Explain the purpose and functions of HRM, applicable to workforce planning and resourcing
an organisation.............................................................................................................................3
Explain the strengths and weaknesses of different approaches to recruitment and selection......5
TASK 2............................................................................................................................................7
Explain the benefits of different HRM practices within an organisation for both the employer
and employee...............................................................................................................................7
Evaluate the effectiveness of different HRM practices in terms of raising organisational profit
and productivity...........................................................................................................................9
TASK 3..........................................................................................................................................10
Analyse the importance of employee relations in respect to influencing HRM decision making
....................................................................................................................................................10
Identify the key elements of employment legislation and the impact it has upon HRM decision
making........................................................................................................................................11
TASK 4 .........................................................................................................................................13
Illustrate the application of HRM practices in a work-related context, using specific examples.
....................................................................................................................................................13
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................17
.......................................................................................................................................................18
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INTRODUCTION
Human resource management refers to the practice with the help of which organisation
builds positive relationship with the employees in order to retain them for long duration of time.
It is also considered as the strategic which contributes in gaining competitive advantage at
market place (Banfield, Kay and Royles, 2018). Present report is based on Marks and Spencer,
which is a British Multinational retailer and established in 1884. The company offers luxury food
products, clothing and home products. This report includes discussion about purpose and
function of HRM practices while planning for workforce. It also describes strength and weakness
of different approaches of recruitment and selection. Along with this, benefits of HRM practices
for employer as well as employee are going to be discussed. Importance of employee relation in
Human resource management practice will be elaborated. It further illustrates impact of
employment legislation on HRM practices. At last, the report will specify how HRM practices
actually apply in work related context.
TASK 1
Explain the purpose and functions of HRM, applicable to workforce planning and resourcing an
organisation.
Human resource management is considered as the essential department of the company as
it helps in improving working capability of the employees in more effective manner. As a result,
HRM practices enhance productivity of the workforce and contribute in achieving targeted goals
and objective of the company. Marks and Spencer is renowned retailer across the world that
avails its best quality services to its customers. For maintaining this goodwill of the company, it
is required by its human resource manager to execute its all of the job related function like
providing effective training to the staff so that they will provide best services to its customers
and satisfy them the most (Bratton and Gold, 2017). Some of the main function which are
required to be performed by HR manager are described as below:
Functions of HRM
Recruitment and Selection: It is most common and important function of HR department
as it helps company in hiring best qualified and suitable candidates who will perform their job
responsibility effectively. In this, function HR manager includes responsibility of selecting or
finalising those candidates who has ability to perform job responsibility of the company in
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effective manner. In relation to Marks and Spencer, it is required by its HR department to
analyse actual demand of work force within the company and then go various recruitment
method with the help of which they can select most deserving candidate among pool of
applicants (Brewster, Brookes and Gollan, 2015). As a result, these selected employees will
further contribute in achieving targeted goals and objective of company effectively.
Training and Development: In this function of the HR department provides training to
the existing staff of the company so that they can enhance their skills and improve their working
capability in order to achieve targeted goals and objective of the company. In context to Marks
and Spencer, it HR manager conducts training session for the existing employees at regular
interval. This training session might vary from one individual to another on the basis of the job
responsibility.
Compensation & Benefits: It is part of responsibility list of HR manager to provide
compensation benefits to its existing staff member. This includes monetary benefits towards the
employees on the basis on the basis of their designation and post. HR manager of Marks and
Spencer is required to convey information of benefits to employees at regular based interval so
that they can its advantage within same period of time. This function builds positive relationship
among employees and HR department and motivates them to perform their expected job role in
effective manner.
Performance Appraisal: This function of HR department states that final motivation
which can influence and retain employee is appraisal. In relation to Marks and Spencer, it is
required by its HR manager to monitor performance of employees at regular basis in order to
identify the most hard-working employee who actually deserves appraisal for their effective and
noticeable performance (Brewster, 2017). This function of HR manager motivates employees
and improves their productivity level at highest level.
Purpose of HRM
The main purpose of human resource management is to enhance working capability of
employees in order to achieve targeted goals and objective of the company. This can be done
effectively by building positive relationship among organisation as well as employees. For this,
HR manager of the company puts all the possible methods to retain employee for long duration
of time with the monetary benefits.
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Explain the strengths and weaknesses of different approaches to recruitment and selection
Human resource management uses various methods of required and selection with the help
of which they finalise highly skilled labour who has ability to perform business activities. In
relation to Marks and Spencer, HR manager of this company is using both internal as well as
external recruitment methods in order to get huge number of option among candidates. These
applicants are further shortlisted for selection method in order to hire best candidate among
them. Different type of recruitment and selection methods which are used by Marks and Spencer
are described as below:
External source: In this type of recruitment method organisation hires candidates from
external sources like campus placement, online methods, consultancies etc for the purpose
grabbing attention of pool number of applicant towards the organisation (Friedman, 2017). In
relation to Marks Spencer, HR manager of this company uses advertisements in order to attract
candidates for the recruitment process. Strengths and weakness of this method is described as
below:
Strength Weaknesses
 External source of recruitment
enhances number of option for the
company which helps them in choosing
candidate for them whose qualification
and skills match with the vacant job
position.
 This type of recruitment brings fresh
and new talent in the organisation. As a
result, chances of innovation in
performance of employees enhance.
 External source of recruitment is a time
consuming process as it involves lots of
procedures by which few fixed number
of job vacancies will be going to be
fulfilled.
 The method of recruitment also requires
huge number of money as while
recruiting candidates team of HR
department indulge in the same process
only and at the same time if company
requires then they hires some external
expertise also who owns ability to
shortlist candidates in less period of
time (Harrison and Lock, 2017)
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Internal source: In this method of recruitment HR manager of the company mainly
recruits candidates for the job vacancy from their existing staff only. In context to HR manager
of Marks and Spencer, they can give promotion to the existing staff only by meeting their skills
and ability with the desired position in the company.
Strength Weaknesses
 This method motivates employees as
they gets promoted in the company
only.
 Internal recruitment also saves time and
money of the company as they are not
required to spend too much money in
the recruitment procedure (Lu, Zhu and
Bao, 2015)
 Promotion of one employee may
demotivate other employees as well.
This may also create conflict among
them which will directly impact over
the performance of their job
responsibility.
 Internal recruitment increases
expectancy of the employees from HR
manager. And it is possible for the
company as well as manager to promote
every employee.
Sources of Selection method in Marks and Spencer Company: HR manager of Marks
and Spencer is using interview finally selecting best suitable employees among shortlisted
candidate from internal and external sources of selection. This chosen method is helpful in
analysing candidate on the basis of their recruitment and at the same time HR manager can also
conduct an mini mock test at the time of interview in order to identify whether the candidate
owns capability to work for the company or not. The strength and weaknesses of Interview
selection methods are as follows -
Strength Weaknesses
Any misunderstanding and mistake can be
rectified easily in an interview. Because the
interviewer and interviewee physically present
before the interview board.
This method is a part of incomplete process has
suitable candidate can not be selected by
interview only. The written test is more
important than the interview.
Relation between the interviewer and the Personal matters may not be revealed by
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interviewee can be developed through an
interview. It increases mutual understanding
and co-operation between the parties.
interview method.
Interview can help to save time to select the
best suitable candidate. Within a very short
time communication can be accomplished with
the interview (Mosakowski, 2017) .
Interview is a systematic process of data
collection. The success of an interview
depends on the efficiency of the interviewer.
This inefficiency of an interviewer can lead to
misleading results.
Sufficient information can be collected through
the interview process. Because the interviewer
can ask any question to the interviewee.
In the case of the interview some confusion
may be arisen in the future as, there is no
evidence actually that have been discussed at
interview.
TASK 2
Explain the benefits of different HRM practices within an organisation for both the employer and
employee.
Human resource management practices are considered as the most important part of the
company as it contributes in enhancing growth of the company. Now a days, organisation are
constantly focusing on the HRM practices as they realises that these practices not only improves
relationship among employer and employee (Marchington and et. al., 2016). But, along with this
it provides various kind of benefits to both of them. In relation to Marks and Spencer,
management team of this company is using effective HRM practices in order to improve their
relationship with the employees. Effective execution of these practices leads to achievement of
targeted goals and objective of organisation. Human resource management practices helps
company in identifying its most hard working employees who performs their job responsibility
effectively. Thus, organisation can avail additional benefits to those selected employees. Apart
from this, there are numerous of benefits for employer as well as employees both perspectives.
These benefits are described as below:
Benefits for Employee’s
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 Training and Development - Training and development session are mainly conducted by
human resource manager for the existing employees as well as new joiners in order to
improve their skills according to the job responsibility. These sessions are beneficial for
the employee as it enhances their knowledge and skills which will support in their career
growth (Mosakowski, 2017). In relation to Marks and Spencer, its management team
mainly analysis abilities and skills of ever employee who are further trained according
to this only. This enhances working capability of the employee who will be easily able to
perform its duties now and can achieve its targeted goals and objectives.
 Resource of Information - HRM practices are beneficial for employees as it helps them
in gaining knowledge at working place. It can be said HRM practices involves
conferences, seminars and meeting in the organisation. In this meeting, HR manager
shares all the alteration which are done in HR policies or other policies which has
influence over the working practices of the employees. As a result, employees will be
able to understand these laws easily and discuss it with their HR manager in case they
have any query. Therefore, HRM practices are considered as the source of information
for the employee.
Benefits for Employer
 Enhances Productivity - A HRM practice reduces level of conflicts at work place. As
employees of company are satisfied with the effective HRM practices and places their
best efforts towards their job responsibilities (Guest, Paauwe and Wright, 2012). This
maximise their productivity level and contributes in achieving targeted goals and
objective of the company. For example: Manager of Marks and Spencer is conducting
meeting for its employees at regular basis. In this meeting the employees of the company
are required to participate. This Meeting is used by employees as the mode
communication in which employees are allowed to discuss their personal problem with
each other. As a result, it minimises problems at initial stage only.
 Recruitment - It is consider as the main role of HR manager which is included in HRM
practices (Gomes and et. al., 2012). It can be said that with the help of recruitment HR
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manager enhances manpower of the company who are further going to work effectively
at work place in order to achieve targeted goals and objective of the company.
Evaluate the effectiveness of different HRM practices in terms of raising organisational profit
and productivity
Human resource practices plays a significant role in management of people working
within an organisation that support in making them more productive so that maximum profit can
be acheive at marketplace. These practices focuses on hiring right caandidate, sharpening up
their skills provide them a fair environemnt to work for keeping them satisfied with job because
a haapy employee is more productive (Alfes and et. al., 2013). Following are the HRM practices
and their effeciveness toward the enhancement of productivity and profitability of Mark &
Spencer:
1. Recruitment and selection - It is defines as the process of attracting applicant, screening
and then selecting right candidate for the vacant position with appropriate skills.
Rrecuitment are of two types internal amd external. Internal recruitment refers to the
process of selecting candidate from within the organisation by promoting the exisiting
employees. By applying this practice Mark & Spence will be able to encourage other
employees toward improving their productivity for acheiving recognisition and higher
posaition in company. Apart from this external recruitiment support Marke & Soencer in
hiring the more skilled and fresh talent from outside the organisation that also support in
improving the working performance of existing employees (Budhwar and Debrah, 2013).
This help Mark & spencer in enhancing their productivity taht in turn will contribute
company toward acheiving competitive edge and higher profitability in marketplace.
2. Training & development - It is one of the most crucial function of human resource
department where HR manager organise learning and training program fro employees for
improving their working and skills at workplace. By providin g regular training M&S
will be able to develop a knowledg among existing employees regarding the new method
of performing their operations that provide better result. It also support employees in
enhnavcing their knowledge and skills regarding their work that contribute tiwrad
enhancing their productivity which provide an opportunity to earn maximum profit.
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(Source: Training and Development, 2018)
TASK 3
Analyse the importance of employee relations in respect to influencing HRM decision making
Employees are considered as the valuable asset of the company who works hard for
achieving targeted goals and objective of the company. An employee relation simply means the
efforts of organisation for building up positive and strong relationship among employer and
employee. It can be said that if an organisation owns good relations with their working staff they
are closer to achieve targeted goals and objective of the company. It has been seen that effective
relationship with employee enhances quality performance of their work. As a result, employees
perform their work with more efficiency and contribute in achievement of targeted goals and
objectives. In return, it is the responsibility of HR manager to all required benefits to manpower
which contributes in satisfying their basic needs (Gheiratmand and et. al., 2015). It has been
observed that employee relations has their own influence over the decision making process of the
HR manager too.
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Illustration 1: Training and Development

In addition to this, it can be said that if an HR manager of Marks and Spencer shares
positive relationship with the employees then it is easier for them to take managerial decisions.
As whatever decision which is taken by them there are probable chances that it will be easily
accepted by employees. Along with this, good relationship with employees represents positive
working environment at work place. Below mentioned are some of the major importances of
employee relation in decision making process of HR department.
 Effective relationship with employees helps HR manager in understanding actual needs
and requirement of the working staff (Ganopoulos and et. al., 2013). After identifying the
needs, HR manager of Marks and Spencer can easily take quick decisions which are
beneficial for employees as well as organisation too.
 HR manager of Marks and Spencer also includes employees in the decision making
process as employees are the only one whose work will be affected after decision.
 Good relations among workers and employees with management assist companies to
eliminate chances of conflicts.
 Along with this, good relations with the employees will help HR department
understanding actual requirement of changes for employees. As a result, HR manager of
the company can take effective decision for the employees so that they can modify their
working pattern and perform their job responsibility effectively.
Hence, it has been observed that HR department of Marks and Spencer, should focus building
positive relationship with their employees in order to take effective decision for the growth of the
company. Along with this, better relationship with employees also helps organisation in
achieving targeted goals and objective of the company in less period of time. It has been
suggested to the HR department of Marks and Spencer to conduct regular based meeting for the
employees so that they can discuss current problems and issues of the employees. In addition to
this, in this meeting they discuss new trends or alteration in policies which can taken by their
mutual decision (Ehrnrooth and Björkman, 2012). As a result, it also promotes effective
employee relation in an entity for their betterment and growth.
Identify the key elements of employment legislation and the impact it has upon HRM decision
making.
Every country has some laws and legislations for the citizen so that equality can be
provided and they can be protected from getting humiliated. Unlike other nations United
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Kingdom has also formulated certain employee’s legislations for both workers and company
which provides guidance to these firms. Mainly, these laws are related to workplace
discrimination such as biasses on the basis of gender, sex, colour, age, class etc., These rules and
regulations are need to be consider because this can have an impact on decision making of a
company. Some of the following ways are mentioned below which can have an impact on
decision making.
 Basically, employees’ legislations are made for the security purpose of a worker, like it is
mandatory that in a company there must be safety equipments for reforming any activity
(Mosakowski, 2017). If firm fails to do so than firm can face some serious allegations
which can hamper their business activities.
 In addition to this, it is prime role of manager that they provide appropriate training to
employees so that they can have proper knowledge for the task they have to perform.
Therefore, at the time of recruitment employees should given proper orientation.
Employees legislation incorporates various kinds of laws and legislations which helps firm in
providing equality to worker who are working within the organization. Thus, in relation with
Marks and Spencer, HRM department has incorporated certain legislation that are explained
below: Sex Discrimination Act 1984 - This laws was formulated by the regulatory bodies so as
to protect employees from getting discriminated on the basis of gender, class, colour etc.,
thus, if any such kind of activity are taking place than workers are free to register their
complaints against the suspect (Discrimination, 2018). In context with Marks and
Spencer they have separate departments for looking after this issue and company is
taking proper action as well. The Employment Act - While working in an organization employees have certain right so
as to defend themselves from unfair means of activity such as working hours, unfair
dismissal etc., Under Section 86 of this Act, it has given right to employees that before
prior notice and a valid reason company cannot terminate its employees (Moutinho and
Vargas-Sanchez, 2018). Along with this, employees have equal right of getting same
wages if they are working in same post. No discrimination can be done of the basis of
gender whether the person is male or a female.
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 Equality Act, 2010 - This is one of the most powerful act which was profound in the year
2010, with the help of this law, regulatory bodies of United Kingdom have successfully
eliminated all unethical actions which takes place within the working environment.
Equality Act provides different kinds of rights to an individual such as they can get the
job according to the skills and knowledge they acquire they have means on the basis of
qualifications.
TASK 4
Illustrate the application of HRM practices in a work-related context, using specific examples.
Marks and Spencer belongs to retail industry and has its presence across the world. It has
been observed that Human resource generalist of the company is not able to perform its job
responsibility effectively. So HR manager of company have used below mentioned document in
order to find out best suitable person for the specific job role.
Job Description
Job Details
Post: Human resource generalist
Department: Human resource department
Job Purpose
 Build strong relationship as with employees for retaining them for longer duration of
time
 Manage large workforce and guide them properly in order to understand demand of
customers and further fulfil it accordingly.
 Listen demand of consumers and their problems properly as well as resolve them within
short interval of time
Roles & Responsibilities
 Welcoming all the candidates, make them to fill the employment application form,
verify & collect all the required documents.
 Conduct HR & technical round of interview from departmental Head & General
Manager, of shortlisted candidate conducting final round to Unit head
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 Of selected candidate preparing offer letter and collecting the acceptance of offer and
get the joining date from candidate, & informing the same to the consultants.
 Preparing the Appointment letter, Experience letter Relieving letter and providing to
the candidates.
 Preparing the personnel file of newly joining candidate
 Maintain the register under above labor laws, generating details from (Time office &
payroll software) & maintaining some registers manually.
 Submitting the Monthly, Quarterly, Half yearly &annual return to the government
officials.
 Maintaining the records of certificate, license, approval, sanction, NOC under
compliance.
 Preparing the F&F, feeding PF Withdrawal ,transfer form , Form for new Joiner of
PF & ESIC.
 Issuing the ESIC temporary card to employees, from ESIC department providing
permanent card.
 Configuring the figure prints of newly joiner employees and feeding the same details in
the attendance & payroll software.
Curriculum Vitae
Name:
Address:
e-mail id:
Contact No.:
Objectives:
To work in an organization that provides opportunities for growth, learning and scope for the
implementation of my skills and to offer my best abilities to the organization.
Academic Qualification:
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 Master of Business Administration
 Graduate in Business Administration
Experience:
Currently Working in SUMIP COMPOSITES PVT LTD, UK. from November 2014 to till
date.
Previously Worked in Derewala Industries ltd from May 2012 to October 2014.
Designation : HR Executive.
Department : Payroll & Time Office
Roles and responsibility in previous job
 For filling vacancy or any position for any designation of department.
 Collecting the requirement detail of Manpower in Requisition form through
Department head
 Preparing the recruitment budget and CTC for the vacancy and taking approval from
the unit Head.
 Doing job analysis position review with the concern department head preparing job
description & determine criteria.
 Sourcing sufficient profiles or resumes through pool of Applicant like Existing data
base, former employee, previous applicant, staff referrals, Job portals & consultants.
 Mailing to consultants by briefing vacancies like designation ,department,
Experience ,Educational & job summary (i.e Job description)
 Preparing the Interview date, venue & timing from the concern person confirming the
availability of interview panel.
Skills and abilities
 Adaptability to changing environment and emerging trends.
 Good verbal and written communication skills.
 Good problem solving skills in critical situation.
 Self motivated and quick learner with strong analytical and logical abilities.
Technical Skills:
 Taxation knowledge.
 Basic MS Office ( Excel, Word, Power Point)
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DECLARATION:
I hereby declare that all the information given above is correct up to my knowledge
and certificates issued by recognized board/university.
Creation of Structured Interview: As per the above stated job description, HR manager of
Marks and Spencer can easily attract huge number of applicant. This job description can be place
in newspaper and on websites. Further, it will be required by HR manager to prepare an
questionnaire for the interview round in order to finalise deserving candidate properly.
 Tell me something about yourself ?
 What are major responsibilities of HR generalist?
 How you will develop positive relationship among employees at workplace.
 Skills you have that makes a better deserving candidate
CONCLUSION
According to the above mentioned report it has been analysed that human resource
management is an effective practice which helps organisation in building up their positive
relationship with employees. The main purpose of HRM function is to retain employees of the
company for long duration of time. It has been analysed that internal recruitment refers to the
cost effective method for the company. With the help of the interview Human resource manager
of the company can easily find out best suitable employees for the vacant place. It can be said
that human resources practices are beneficial for both employer as well as employee. These
practices ultimately lead to increase in productivity of the business organisation. Employee
engagement activities are beneficial for the company as it improves their interpersonal
relationship with the employees. Along with this, it enhances satisfaction level of customers
which directly increases productivity of the company too. Employee legislation influences
decision making process of HR department as they have to consider each and every which is
related to employee and might affect organisation growth.
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REFERENCES
Books and Journals
Banfield, P., Kay, R. and Royles, D., 2018.Introduction to human resource management. Oxford
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Bratton, J. and Gold, J., 2017.Human resource management: theory and practice. Palgrave.
Brewster, C., 2017. The integration of human resource management and corporate strategy.
InPolicy and practice in European human resource management(pp. 22-35). Routledge.
Brewster, C., Brookes, M. and Gollan, P. J., 2015. The institutional antecedents of the
assignment of HRM responsibilities to line managers.Human Resource
Management.54(4).pp.577-597.
Friedman, S. D., 2017. Succession systems in large corporations: Characteristics and correlates
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Harrison, F. and Lock, D., 2017.Advanced project management: a structured approach.
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Lu, K., Zhu, J. and Bao, H., 2015. High-performance human resource management and firm
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Marchington, M. and et. al., 2016.Human resource management at work. Kogan Page
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Mosakowski, E., 2017. Overcoming resource disadvantages in entrepreneurial firms: When less
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Moutinho, L. and Vargas-Sanchez, A. eds., 2018.Strategic Management in Tourism, CABI
Tourism Texts. Cabi.
Alfes and et. al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Budhwar, P. S. and Debrah, Y. A. eds., 2013. Human resource management in developing
countries. Routledge.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Ehrnrooth, M. and Björkman, I., 2012. An integrative HRM process theorization: Beyond
signalling effects and mutual gains. Journal of Management Studies. 49(6). pp.1109-
1135.
Ganopoulos and et. al., 2013. Barcode DNA high‐resolution melting (Bar‐HRM) analysis as a
novel close‐tubed and accurate tool for olive oil forensic use. Journal of the Science of
Food and Agriculture. 93(9). pp.2281-2286.
Gheiratmand and et. al., 2015. The effect of mechanical milling on the soft magnetic properties
of amorphous FINEMET alloy. Journal of Magnetism and Magnetic Materials. 381,
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Gomes and et. al., 2012. HRM issues and outcomes in African mergers and acquisitions: a study
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Guest, D. E., Paauwe, J. and Wright, P. eds., 2012. HRM and performance: Achievements and
challenges. John Wiley & Sons
Online
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Discrimination. 2018. [Online] Available
through<https://www.cipd.co.uk/knowledge/fundamentals/emp-law/sex-discrimination>./
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