Importance of HRM in Workforce Planning and Resourcing

HUMAN RESOURCE MANAGEMENT

Table of Contents
INTRODUCTION................................................................................................................................3
TASK1..................................................................................................................................................3
P1 State the purpose and functions of HRM related to workforce planning and resourcing an
organisation.....................................................................................................................................3
P2 State the strengths and weaknesses related to recruitment and selection..................................4
TASK2..................................................................................................................................................5
P3State the benefits of different HRM practices within an organisation for both the employer and
employee. ........................................................................................................................................5
P4 State the effectiveness of different HRM practices in terms of raising organisational profit
and productivity...............................................................................................................................6
TASK3..................................................................................................................................................6
P5 Importance of employee relations with respect to influencing HRM decision making.............6
P6 Key elements of employment legislation and its impact upon HRM decision making.............7
TASK4..................................................................................................................................................8
P7Application of HRM practices in a work-related context...........................................................8
CONCLUSION....................................................................................................................................9
REFERENCES...................................................................................................................................11

INTRODUCTION
Human resource management refers to the procedure of recruiting, selecting, inducting
employees. Under this process, there are also some levels which needs to be completed it includes
providing inclination, providing training to employees, evaluating the performance of employees,
deciding compensation and giving benefits to the employees. It is also a process of managing
people to achieve better performance (Anderson, 2015). Marks & Spencer is a famous British
multinational retailer company.
It was founded in 1884 by Michael Marks and Thomas Spencer in Leeds. Marks & Spencer
headquarter is in London. It is exclusive in selling clothes, home and food products. Marks &
Spencer is listed on the London stock Exchange. It has many stores in the United Kingdom and 361
stores spread across in more than 40 countries. In this report, its motive and extent of human
resource management has been considered in terms of fulfilling business objectives while
resourcing an organisation with talent and skills.
TASK1
P1 Determine purpose and functions of HRM in relation to workforce planning and resourcing of
business
The functions of Human resource management is a very chief part in the growth and overall
development of the organisation. The main roles of human resource management include
recruitment/hiring and selection, job design and job analysis, training and development of
employees, recompense and welfare, performance management, managerial relations and labour
relations. Marks & Spencer adopted a long-run strategy and friendly strategy for its large and
diverse workforce. They believed in a systematic approach to conduct their recruitment and
selection process on the basis of company's human resource strategy and equal opportunities goal
(Banfield and et. al., 2018). They have adopted some techniques in recruiting their staff which
include trainee management scheme, graduate management trainee scheme. Under job analysis
criteria, it is a method that focuses on those skills and behaviours that are required to successfully
perform a job. Marks & Spencer uses capability portray technique under this criteria. It will help in
identifying gaps in skills.
There are two kinds of training has been adopted by the company which include on-the-job-
training and off-the-job-training. On-the-job-training is a kind of teaching which is given by line
managers for the purpose of evaluating the employees performance and give feedback on their
strengths and improvement needs. Off-the-job-training include intranet, workbooks and workshops.
Through the use of intranet staff can find learning materials for the development of their technical

skills and their business competencies. Workbooks are also used by staff for open learning.
Workshops also help employees in developing their skills and competencies. Under employee prize
and welfare, company provides 20% reduction on all the store purchases except technology and
kitchen electrical products. A card has been given to the family member for the purpose of discount
who has been living permanently with the employee (Carbery and Cross, 2018). Company also
provides yearly gift scheme which is open to all employees in Head Office as well as in retail
management. Bonus targets are related to company performance and team. Marks & Spencer also
provides special discounts on holidays, leisure attractions, healthcare products and many more
products and services (Stone and et.al., 2015).
P2 Describe the strengths and weakness of recruitment and selection and their approaches
Recruitment and selection are two different process of completing their own task.
Recruitment is the procedure of finding out the candidate which is competent for the vacant
position and have interest in applying for those positions. Selection is the process of choosing the
right candidate from the pool of applications and offering them the job according to their skills and
competencies (Chelladurai and Kerwin, 2018). Recruitment and selection is designed for increasing
the employee strength to meet the employer's strategic goals and objectives. Recruitment is the
positive look for out an increase in the applicant pool while selection is the negative look for the
ways to reduce the application pool until the right candidate has been identified.
Marks and Spencer uses two methods of recruitment and selection which includes internal
and external recruitment and selection. By recruiting internally within the company which includes
advertising media either through notice boards or electronic media (Hecklau and et. al., 2016). For
example in house journals, corporate intranet etc. This method helps in gaining the advantage that
finding out the information about the particular candidate like about their abilities, attitudes, skills
etc, these are easily accessible. Under external recruitment, Marks & Spencer uses employment
agencies which provides temporary workers for one-off requirements. Marks & Spencer also uses
internet as their major factor in terms of their online recruitment agencies. Their websites enables
the person to apply online via their online application form.
Due to lack of investment in hiring of employees, training of new employees, the company
continuously losing its employees like product developers, food technologists and general design
team members. Proper steps have not been taken to retain their employees so that they can see their
future into their current organisation. If ideal employee does not get the selection then it will act as
a negative parameter in the organisation and it does not contribute in achieving the company's target
growth (Marchington and et. al., 2016). When Marks & Spencer uses recruitment agencies for the
purpose of recruitment and selection then the company has to bear cost if the employee does not