Human Resource Management and Productivity

The provided document is an assignment on human resource management, focusing on its significance in boosting organizational productivity. It reviews different HR practices, engagement, and employee behavior, as well as the impact of technology on HR management. The assignment also touches upon strategic human capital, green human resource management, and the link between CSR and social norms affecting work behavior.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
PART 1............................................................................................................................................1
Introduction of organisation including mission statement, purpose and core business objective
.....................................................................................................................................................1
Purpose, roles and responsibilities of HR function and its significance in achieving business
objectives.....................................................................................................................................2
Approaches to workforce planning, development and training, recruitment and selection,
reward system..............................................................................................................................3
Case study example to examine different methods used in HR practice....................................4
PART 2............................................................................................................................................5
Design of job specification .........................................................................................................5
Documentation of preparatory notes for interviews and selection criteria.................................6
Template job offer for desired candidate....................................................................................7
Evaluation of Process and rationale for conducting HR practices..............................................8
Approaches and effectiveness to employee relation & engagement with mention of flexible
organisation, working practice and employer of choice.............................................................8
Aspects of employee legislation in context with organisation....................................................9
Evaluate how employee relation and legislation informs decision making and meeting of
business objectives....................................................................................................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management is defined as a contemporary and umbrella term which
describes the development and management of workforce in a firm. It is a strategic approach so
that people in an organisation can be effectively managed (Alfes and et. al., 2013). This
assignment is based on Marks & Spencer which is a UK based multinational retailer dealing in
home products, food items and clothes. Company is headquartered in Westminster, London and
operates at global level. This report will cover mission, purpose and objectives of business along
with purpose, roles and responsibilities of HR function. Approaches of workforce planning,
recruitment, selection, development and training, reward system, performance management is
discussed. Beside this, job specification is designed and documentation of notes for interview,
job offer, processes and rationale of HR practice is discussed. Effectiveness of employee
relation, employee engagement, employment legislation along with their impact on decision-
making is mentioned.
LO 1
P1: Purpose and functions of HRM
M&S is a renowned Britain based retailer deals in clothing, food items and home
products. Company is listed on London stock exchange and headquartered in Westminster,
London, UK. At present company is operating at more than 1460 locations and include many
brands under it such as Limited edition, Per Una, Autograph, Classic, Blue Harbour etc.
According to the reports of 2018, company is employing around 80,787 employees.
Mission statement: The mission statement of company is divided into three aspects which are
vision, mission and value of company.
 Vision: To became a standard against which performance of other companies will be
measured.
 Mission: To deliver aspirational quality which is accessible to all.
 Value: The value of M&S is to offer innovation, trust, high quality service to their
customers.
Purpose: The main purpose of M&S is to became an international, multi-channel and
sustainable retailer so that high profitability and customer trust can be attained in a proper
manner (Boon and et. al., 2018).
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Business objectives:
 To regain their supremacy and leadership in Food & clothing. To achieve this objective,
company is required to translate their authority into value, superior quality and appeal.
 To enhance their market-shares, sales and profit margins by improving their offered
services and products.
 To attract, retain and motivate high calibre staff members so that high organisational
productivity can be retained.
Functions and purpose of HRM
In every organisation, it is the responsibility of HR department to perform different
functions so that welfare of employees within an organisation can be maintained in a proper
manner. Employee induction manual is a document which include different aspects like sickness
benefit, leave application, employee benefit program, claim forms and other necessary
information which must be acknowledged by a worker working in a firm.
Functions of HRM
In this context, main function of human resource department are recruitment and training,
compliance with labour laws, payroll and benefits, tax compliance and record keeping,
maintaining employer-employee relations and preparing worker performance improvement plan.
 Recruitment and selection: It is the procedure of screening, selecting and captivating
qualified candidates for a specific job role or position. Role and responsibility of this HR
function is to reduce the cost of M&S by eliminating incompetent and unproductive
candidate in a proper way (Collings, Wood and Szamosi, 2018). This will benefits M&S
in hiring only capable and productive workforce.
 Managing employee relations: Workforce is considered as a pillar in every
organisation, if relation among employees is not strong, it is not possible for them to
perform business activities or operations in a proper manner. Roles and responsibility of
this function is to organise those activities and events through which workers in M&S can
acknowledge each other at professional and personal level.
Purpose of HRM
 Purpose of Human resource management is to attract capable and qualified people so that
organisational productivity can be increased considerably.
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 Another important purpose of HRM is to foster and enhance good employee relation so
that organisational work can be carried out in a unified and coordinated manner. Through
this a strong relation among employees and between employee & employers can be
maintained.
Significance of HR in Workforce planning and resourcing an organisation
Workforce planning is a continual procedure which is used to align priorities and needs
of company & its workforce so that regulatory, legislative and organisational objectives can be
meet in a desired manner. It will enable evidence based workforce development strategies in
M&S. It is the duty of HR department in M&S to hire those employees that are capable and
knowledge-oriented. This demotes that with the help of appropriate human resource
management, right talent can be acquired for company. Hence, it assists in workforce planning.
These employees will add value to the company by delivering their best performance. This allow
M&S to achieve their business objectives and targets in a proper manner. Hence, HRM results in
resourcing the concerned company in a proper manner.
P2: Strengths and weakness of different approaches of recruitment and selection
M&S is using various approaches for recruitment and selection process as discussed
below: Internal recruitment Approach: In this process, M&S hire the employees from within
their organisation. The job description is displayed on notice board and interested
candidates can apply for the position.
Strength Weaknesses
Through this method, employees get
promotion which is beneficial in maintaining
their morale.
It is impossible for the firm to promote each
employees and not every employees exert the
skills for performing the role of other position.
 External recruitment process: In this process, the candidates are selected from outside
of organisation based on their skills and knowledge. For this, the HR managers publish
the job vacancy on different social media channels and job platforms for attracting the
pool of candidates.
Strength Weaknesses
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This method is beneficial for hiring the
candidates from a pool of applicants which is
cost effective.
However this process consumes more time and
also the chances of uploading wrong data are
high for given job position.
Methods of selection in M&S Company: HR manager of M&S are using various type of
selection methods such as interview, mental ability test etc. but the major selection criteria is
selected based on interview. The strengths and weakness for the interview process is as follows:
Strength Weaknesses
It is less time and cost consuming process as
interviewee come and give the interview at the
workplace and the chances of any
misunderstanding are less as both of the
interviewer and interviewee are physically
present before the interview board.
This process is not essential for firm alone as
interviewer could not determine the skills and
capabilities of employees in 5 to 10 minutes
due to which additional tests are also
conducted.
Some more approaches which are uesd by M&S for different aspects are discussed
below:
Competency approach: It will help M&S in identifying set of competencies aligning
with vision, strategic goals and organisational mission. This approach not only focus on number
of people but also consider their competencies so that high success and growth can be attained.
 Recruitment and selection: Recruitment is referred to the procedure of identifying and
making interested candidates to apply and join for the job (Daley, 2012). Selection is
described as the process of choosing appropriate candidate for vacant position. Approach
to recruitment and selection in context with M&S is given below:
Systematic approach: Processes of recruitment and selection is related with systematic
evaluation of professional value, interpersonal skills, personal values, behaviour and attitude of
candidates etc. Under this approach HR manager in M&S will define the vacancy, attract and
assess candidates, perform activities like verbal test, skills test, written test and interviews so that
right candidate can be hired and selected.
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 Development and training: It is an organisational process which will assists in building
attitude, skills and knowledge of employees in M&S so that their working potential can
increase. Training plays a major role in developing workforce. Approach for training and
development is stated beneath:
Proactive approach: This approach is simple to implement and do not need pre-
planning. With the help of this approach M&S can seek various measures which will train
employees to perform better. This approach will expand training methods for company so that
high results can be gained.
 Performance management: It is the process of developing a working environment
where people can give their best efforts and performance. In this regard, M&S can adopt
some activities which will help in managing the performance of employee properly.
Approach to performance management is given beneath:
Comparative approach: It involve ranking of employees from high to low so that their
performance can be measured and then those aspects such as training sessions, providing bonus
and benefits etc. can be adopted so that performance of workers can be managed properly. This
approach will help M&S in managing performance of employees in a desirable manner (Gruman
and Saks, 2011).
 Reward system: This helps in motivating employees to deliver their best performance.
Approach associated with reward system is defined below:
Incentive approach: As per this approach, employees in M&S are given incentives
according to their performance so that they can feel motivated and carry out their duties in a
productive manner. This approach will help M&S in gaining high profitability and revenues.
LO 2
P3 Benefits of different HR practices for employees and employer
HRM practices assist the HR department in carrying out their work effectively. M&S is a
big firm due to which HR managers are using various practices as discussed below: Training and Development - This practice is used by the manager of M&S for improving
the existing skills and capabilities of their employees so that improved performance can
be achieved by the firm. This is essential for firm in enhancing the performance of
employees as well as organisation. Benefits for employees and employer are as follows:
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Employer Employees
Training and development is beneficial for
firm in getting better and improved results as
skills and competencies of employees has been
improved through training.
Training and development is beneficial for
employees in enhancing their efficiency and
performance as they are provided with
necessary training.
 Recruitment and selection – It is the process of attracting and selecting the potential
candidates which can perform their work effectively due to having suitable skills and
talent. The M&S is using this practice by determining the skills and knowledge of the
candidates through the interview and mental ability test. Benefits for employer and
employees is as follows:
Employees Employers
Employees get the opportunity to showcase
their talent and skills for accomplishing the
desired organisational goals for the
development of their future career.
This is beneficial for employer as they can hire
talented individuals who can perform their
work with consist performance and efficiencies
due to which organisational goals can be
achieved effectively.
Different methods used in HR practice
M&S is a big organisation which offers cloths, food products and home accessories to
their customers. Company has different department like sales, production, finance, HR, R&D etc.
Workforce working in company is managed by HR department. But recently employees are
facing different issues while performing business activities. Due to this, working productivity of
employees is less and turnover rates are high. In this regard, company is going to adopt some HR
practices so that faced issues and problems can be resolved properly. One of those practice is
training and development which will benefits employee and employers in following ways:
Training and development: It is a vital HR practice that includes professional
development, training session and workers orientation. This practice will benefit employees in
M&S in enhancing their working potential so that high success and growth can be achieved.
Methods that are used in training and development stated beneath:
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 On-the-job training method: This is a basic method to train workforce. Here, a trainee
is given knowledge and information about their roles and responsibilities so that business
activities can be carried out in a proper manner (Gatewood Feild and Barrick, 2015).
 Off-the-job method: These methods can be used by manager of M&S to develop the
skills and capabilities of workers away form workplace such as by taking them for
industrial visit, seminars and presentations of other companies. This will benefit them in
learning new techniques to perform work.
This method will benefits the employees in achieving their expected results and targets in
a timely manner. Due to this, company will be able to attain competitive advantage over rivals in
a proper manner.
P4: Effectiveness of different HR practices for organisational productivity and profitability
HR practices such as recruitment and selection, training and development, orientation,
induction, promotion, performance management helps an organisation in performing their
business activities in a proper manner. There are different processes which are carried out while
performing HR practices such as Job description, interview, Job specification, skill tests,
selection tests etc. these processes benefits the company in recruiting and hiring desired
candidate that will be capable to perform business activities even in changing and difficult
situation. Due to this, overall productivity and profit margins of company will enhance and M&S
will sustain a strong position in front of rivals.
The rationale of conducting different HRM practises is that they benefits the newly
recruited employee in gaining different experiences and training which will help them in
developing their professional skills. These skills will allow the employees in delivering their
duties appropriately due to which M&S will attain high growth and success. This results in
increased productivity and profitability for company.
LO 3
P5: Importance of employee relation
Employee relation: There are various approaches that are related with employee relation.
One of these approach is flexible working hours. As per this approach, employees can perform
their business duties at any time period but before allotted deadline. This means they don't have
to come office on a specific time. Effectiveness of this approach is that it will allow employees to
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work according to their convenience and as work will be completed on time, employers will be
happy (Kavanagh and Johnson, 2017). This will helps in maintaining good relation between
employer and employees. By adopting this approach, M&S will became a flexible organisation
that allow its workforce to work in a comfortable manner. Also, it will results in flexible working
practice due to which good working environment can be sustained. If employee will work under
employer of their choice, they will feel more comfortable.
Employee engagement: It is referred to the extent up to which an employee of a
company contributes in success and growth. There are different approaches that are associated
with employee engagement. One is situational approach in which welfare and needs of
workforce is given priority. This motivate them to perform their work in a proper manner and
enhance their engagement. As needs and requirements of employee will be given consideration,
organisation and its culture will became flexible due to which flexible working practice such as
giving break time etc. will be followed. By working under employee of their choice, employee
will be able to get right guidance and their working capability will enhance (Messersmith and et.
al., 2011).
Evaluate how employee relation and legislation informs decision making and meeting of
business objectives
HR manager in M&S must follow various legal rules, policies and regulations such as
equal pay Act, non-discrimination Act etc. These laws will benefits the firm in performing
business activities in an ethical manner. It is essential for manager in M&S to adopt these laws
so that company don't have to pay any governmental penalty or fines. If government laws will be
changed, then HR manager is required to take some decisions and change organisational policies.
This will improves the brand image of M&S in front of stakeholders and customers. Due to legal
policies, relation in employer and workers will enhance that will improve the quality of services
or products. If relation among workforce will be good, this will assists the manager in
implementing strategies appropriately. Also, employees due to coordination work will be
performed in an appropriate manner if relation between management and employees will be
positive (Sirmon and et. al., 2011). It will benefits in enhancing growth and profitability of M&S
in a considerable manner.
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P6: Key elements of employee legislation
Employee legislations are the rules and regulations which must be followed by business
organisations so that welfare of workers can be secured. Different employee legislations
associated with M&S are given below:
 Sex discrimination Act, 1975: This Act is parred by UK parliament so that both men
and women will get equal treatment at workplace. It include aspects like providing same
working conditions to all employees so that harassment do not takes place. HR manager
in M&S is required to be impartial on sexual basis. In this regard, HR manager of
company is required to take decisions without gender biasing.
 Equal pay Act, 1970: As per this Act, each employee of company working at same
position must be given equal pay. If salary of some employees will be high, it will results
in dissatisfaction of other employees. Manager in M&S is required to pay same wage for
same amount of work. If company will differentiate among workers then victim
employees can charge a case against company. Due to which company may have to pay
high fines and taxes (Shen and Benson, 2016).
LO 4
P7: HRM practices in a work related context
Job specification: It describe the skills, knowledge and abilities of employees which are
required to perform work in an organisation. It include aspects like work-experience, managerial
experience, academic qualification etc. Job specification for post of HR executive in M&S is
given below
Post: HR executive
Company: Marks and Spencer
Job purpose: Management is looking for hiring a HR executive having good communication
and administrative skills. Candidate applying for this post must have decision-making and
conflict resolution skills along with knowledge of payroll and maintaining employee relation.
Roles & Responsibilities:
 Assists in managing HR projects like surveys, meeting and trainings along with
formulating policies and regulations for workforce & company.
 Conducting internal orientation, training and development sessions for new recruited
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employees.
Academic qualification:
Applying candidate must met below mentioned criteria: Bachelor's degree in HRM or related field. Master's degree in HRM or related field.
Work experience: Employee must have two year experience as HR executive in some reputed
organisation.
Documentation of preparatory notes
Preparatory notes are the documents which are prepared by an employee before initiating
the selection and recruitment process. Preparatory Documents related with interview will include
different questions that will be asked by interviewer to interviewee (Jabbour and de Sousa
Jabbour, 2016). Answer of these questions will decide the capability and knowledge of
applicant. In case of M&S, employer can ask following interview questions from candidate for
the post of HR executive.
Interview Questions
 Describe your recruiting approach and how will you acknowledge talented job
candidates?
 What are effective ways to resolve employee and management conflicts?
 What will be first employee policy that you would suggest as new HR executive?
Preparatory document for selection criteria will include information about different
selection approaches and methods which will be used by employer of M&S to choose desired
candidates. In this context, preparatory notes and document for selection will include different
stages to choose like preliminary interview, receiving and screening candidates application, skill
test, verbal test etc. In this regard, a chart is shared below:
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Source: (Selection process, 2019)
Template job offer for desired candidate
Job Offer Latter
Mr. Jones Donald
Oxford Lane, England, UK
Dear Mr. Daniel Gomes
We are delighted to inform you that you are selected for working in M&S on the position of HR
executive.
Job duties and responsibilities:
 You are required to perform administration support functions for HR department
 You are responsible for basic HR activities and solving issues that take place among
workforce.
Reporting: Board of Directors
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Illust
ration 1: Selection process, 2019

Basic salary:$ 35,000 per month.
Work hours: 9:00 AM to 6:00 PM.
Vacations: 1 day vacation in a week
Compensation and benefits: The compensation package offered by company include life and
disability insurance, sick leaves, health insurance and other plans.
We are happy to send you this offer letter and you can start your job from 05 June 2019.
Sincerely
Jones Donald
CONCLUSION
From above mentioned report, it has been concluded that HR department plays an
essential role in the working of an organisation. HR manager helps in selecting, recruiting and
training workforce due to which organisational productivity increases considerably. With the
help of job specification, job description, interviews and selection test, desired candidate can be
selected which will enhance the organisational productivity. There are different laws and policies
formulated by HR department that helps an organisation in performing their work ethically.
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REFERENCES
Books and Journals
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.
Boon, C. and et. al., 2018. Integrating strategic human capital and strategic human resource
management. The International Journal of Human Resource Management. 29(1).
pp.34-67.
Collings, D. G., Wood, G. T. and Szamosi, L. T., 2018. Human resource management: A critical
approach. In Human Resource Management (pp. 1-23). Routledge.
Daley, D.M., 2012. Strategic human resources management.Public Personnel Management,
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uncertainty in fisheries management.
Gruman, J.A. and Saks, A.M., 2011. Performance management and employee
engagement. Human Resource Management Review. 21(2). pp.123-136.
Gatewood, R., Feild, H. S. and Barrick, M., 2015. Human resource selection. Nelson Education.
Harrison, F. and Lock, D., 2017. Advanced project management: a structured approach.
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Jabbour, C. J. C. and de Sousa Jabbour, A. B. L., 2016. Green human resource management and
green supply chain management: Linking two emerging agendas. Journal of Cleaner
Production. 112. pp.1824-1833.
Kavanagh, M. J. and Johnson, R. D. eds., 2017. Human resource information systems: Basics,
applications, and future directions. Sage Publications.
Messersmith, J. G. and et. al., 2011. Unlocking the black box: exploring the link between high-
performance work systems and performance. Journal of Applied Psychology. 96(6).
pp.1105.
Shen, J. and Benson, J., 2016. When CSR is a social norm: How socially responsible human
resource management affects employee work behavior. Journal of Management. 42(6).
pp.1723-1746.Stone, D. L. and et. al., 2015. The influence of technology on the future
of human resource management. Human Resource Management Review. 25(2). pp.216-
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Sirmon, D.G. and et. al., 2011. Resource orchestration to create competitive advantage: Breadth,
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Online
Human Resource Management Functions. 2018. [Online]. Available Through:
<http://www.yourarticlelibrary.com/hrm/human-resource-management-functions-
managerial-operative-and-advisory-function/27995>.
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