Human Resource Management | Marks & Spencer

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Purpose of HR function along with roles and responsibilities of the HR function................1
Approach to workforce planning, recruitment and selection, development and training,
performance management and reward systems......................................................................2
Different methods used in HR practices.................................................................................4
Approach to and effectiveness of employee relations and employee engagement................5
Key aspects of employment legislations................................................................................6
TASK 2............................................................................................................................................6
Application of HRM practices in work-related context.........................................................6
Usage of technological advancements for enhancing recruitment & selection procedures...9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management can be said as a process inclusive of management of
personnel operating within the confines of an entity. The key activities pertaining to human
resource management are acknowledged to be training and development, hiring and dismissals,
workforce motivation, recruitment and selection etc. By stipulating a professional code of
conduct and a positive working environment, this department ensures the execution of work
within premises in an ethical manner. This project is aimed at gaining knowledge of human
resource management taking place in Marks & Spencer, a British corporation dealing in an array
of commodities and facilities such as grocery, general merchandise, clothing, insurance, banking
etc. The present project is divided into 2 tasks. The first task includes the purpose and roles and
responsibilities of HR function, approaches to key HRM activities, effectiveness of employee
relations and engagement. Further, the second task constitutes JD, PS, CV, interview questions
and letter of job offer.
TASK 1
Purpose of HR function along with roles and responsibilities of the HR function
Human Resource is an imperative function of a business entity as it provides aid in
development of a suitable atmosphere for employees whereby they can feel motivated to perform
the day to day activities in an effective manner. Marks & Spencer is a globally renowned and
established corporation which realises the significance of HR function for management of its
workforce in an effective manner.
Purpose of HR Function
Some of the key purposes of HR function are described as follows:-
Compensation: This is regarded as one of the primary purposes of HR function. The
information related to the compensation (salary and incentives) package is provided by human
resource team to all the employees operating within Marks & Spencer. The HR of the respective
company ensures that every employee is entitled to receive free and fair compensatory benefits
as per their job role within the entity.
Other benefits: Another crucial purpose of HR function within an organisation is to
provide other essential employment benefits to workforce so as to keep them motivated at all
times. In this regard, the HR of Marks & Spencer provides a number of additional benefits to
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employees, such as life insurance, provident fund, paid leaves, health insurance, sick leaves,
retirement schemes etc.
Roles and Responsibilities of HR Function
Human Resource function holds a number of roles and responsibilities which are broadly
classified into 2 categories, briefly explained as follows:-
Managerial roles: The managerial roles and responsibilities of HR function include
planning, organising, directing, staffing and controlling. All of the other managerial roles of HR
within Marks & Spencer can only be executed when planning is done properly. Activities are
organised with the development of a positive working atmosphere. Directing aids in motivating
the workforce to work as per organisational requirements. Staffing as well as controlling are
associated with recruitment and selection process.
Operative roles: The operative roles and responsibilities of HR function includes job
analysis, performance appraisal, training and development, employee relations etc. Within Marks
& Spencer, all of these operative roles of HR are aimed at motivating the employees to work in a
manner such that they deliver their best performance for the attainment of predetermined
corporate goals and objectives. Motivation level of workforce is boosted so as to retain them for
a long duration of time in future.
Role played by HR in acquisition of talent to meet business objectives
One of the most important role of HR function is regarded to be recruitment and selection
of suitable candidates for the company. Different companies make use of diverse techniques to
hire employees for fulfilment of vacant job positions. In this regard, HR of Marks & Spencer
makes use of interview process to select best candidates for the desired job titles. Further, HR of
this company also holds the authority to dismiss employees who are not giving significant output
to the corporation. Thus, by carrying out effective workforce planning and acquiring suitable
talent for the company, HR department contributes in ensuring the attainment of corporate
objectives within stipulated course of time.
Approach to workforce planning, recruitment and selection, development and training,
performance management and reward systems
The HR department of Marks & Spencer holds a number of roles and responsibilities like
workforce planning, training and development, performance management, recruitment and
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selection and reward systems. For these, the HR department of the company makes use of the
following approaches:-
Workforce Planning:
The first approach taken into use by Marks & Spencer for workforce planning is
Workforce Analysis. Hereby, the quantum of employees present within the company at present
as well as in future are estimated to meet the demand effectively. Another effective approach
used by HR of Marks & Spencer is retention programs to retain the workforce for a long period
of time in future context.
Recruitment and Selection:
With reference to recruitment, the HR department of Marks & Spencer makes use of
internal and external recruitment procedures to fill the vacant job positions in the premises in a
timely manner. While the former takes place from within the organisation, the later is keen on
filling the vacant positions through the assistance of recruitment agencies. In the context of
selection, the respective entity uses screening and interview methods which aid Marks &
Spencer in selecting the most suitable candidate as per organisational requirements. While
screening consists of reviewing resumes and cover letters, interview focuses upon face to face or
telephonic conversations to select suitable candidates.
Training and Development:
In this regard, the HR department of Marks & Spencer uses induction as well as on-the-
job training methods. While the former is used to provide training to newly recruited employees,
the latter is provided to both new and old workforce in order to instil the required skills and
knowledge in them to carry out day to day tasks productively. Marks & Spencer further render
development opportunities for workforce with the help of which the personnel can develop their
personalities as per their job role.
Performance Management:
One of the most apparent approaches utilised by Marks & Spencer for performance
management is Comparative Approach whereby one employee's performance is compared to
others with a view to ascertain the maximum and the least productive individual. Yet another
crucial approach taken into use by the HR of this entity is Attribute Approach whereby
measurement of an individual's performance is done in accordance with professional attributes
such as conflict resolution, problem solving and many more.
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Reward System:
HR department of Marks & Spencer makes use of traditional as well as modern approach
for rewarding the employees. The former emphasizes upon provision of rewards on the basis of
hierarchical structure whereas the latter provides rewards to employees in accordance with their
contribution in the achievement of corporate goal.
Different methods used in HR practices
Human resource department seeks to foster such practices and activities within the
premises of organisation by which smooth execution of operations can be ensured. In this regard,
the HR department of Marks & Spencer makes use of several methods to facilitate the
development of a positive working environment whereby the workforce feels motivated to carry
out the duties associated with their job role. Some of the most important methods used in HR
practices is explained as follows:-
Conducting training and development sessions: This is one of the widely used methods
in HR practices which is aimed at enhancing the existing knowledge, skills and competences of
employees. With inflated knowledge base, the workforce is able to execute their roles and
responsibilities in an efficient manner within the stipulated course of time. By providing
development opportunities to employees, a sense of motivation is instilled within them as a result
of which, personnel tend to work more productively for the accomplishment of organisational
goals and objectives. For instance: Following are the training and development requirements
pertaining to Marks & Spencer:-
 Trainee manager with A-level have to undergo training for a period of 24 months.
 Graduate candidates who become a part of the corporation from University have to
undergo training of 12 months.
 Experienced managers possessing retail work experience have to undergo 3 months
training as soon as they join Marks & Spencer. This provides them aid in gaining
knowledge about the manner in which Marks & Spencer operates (The role of training
and development in career progression. Identifying a training need, 2019).
Performance based compensation: This method is used as a part of performance
appraisal practice within Marks & Spencer. This method is taken into use with an aim to enhance
the productivity level of employees. When the workforce is paid as per their output to the firm, it
instils a sense of loyalty among them towards the respective corporation and make them operate
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in a more productive manner. This compensation system ensures that employees are paid
irrespective of their age, gender, caste, nationality, origin etc. For instance: The firm in this
regard even holds a record of maintaining M&S median gender pay gap for the last year at 4.2%
against the national average of 17.9%. Further, 75% of Customer Assistants within Marks &
Spencer are acknowledged to be women (REMUNERATION OVERVIEW. Marks and Spencer
Corporate, 2019).
Approach to and effectiveness of employee relations and employee engagement
There are a number of approaches that are employed by the HR department of an
organisation which effectively motivates the workforce to put their best foot forward for the
accomplishment of organisational goals. In this regard, the HR department within Marks &
Spencer also employ certain approaches to employee relations and employee engagement which
are described along with their effectiveness, as follows:-
Development of positive corporate culture: The HR manager of Marks & Spencer
stipulates such laws and policies within the organisation that help in development of a positive
and motivating working environment. Within the confines of a corporate culture that upholds
values such as integrity, fairness, honesty, transparency, employees get facilitated to operate in a
productive manner by giving their full contribution in all the business activities. This ensures
active employee engagement and helps in creation of healthy relations between employer and
employees.
Stipulation of development opportunities: Through the creation of development and
training opportunities for the workforce, Marks & Spencer aims at ensuring that employees fully
get engaged in all the business practices and activities. When the respective entity takes
measures to enrich the personalities of personnel with the required skills and knowledge, it
inflates the operational interest of employees and enhances their individual as well as overall
organisational productivity. This leads to the generation of positive and long term relations
between employer and employees.
Flexible Working Practices: Through the stipulation of flexible working hours and
practices, the respective company aims at retaining the employees for a long period of time.
When the workforce is given the leverage to operate on their own terms and conditions, it leads
to development of healthy relationship between employer and personnel pertaining to Marks &
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Spencer. In this regard, this entity provides options such as rotational shifts, telecommuting,
work from home etc.
Key aspects of employment legislations
Employment legislation can be referred to as the special laws and legislations that are
stipulated by statute with a view to ensure the development of healthy relations between
employer and employees. In this regard, there are a number of laws that are enforced by HR
department of Marks & Spencer for the welfare of workforce, as follows:-
Equal pay act, 1970: This is regarded as one of the most apparent laws that pertain to
every organisation belonging to the corporate world. This act is aimed at the prevention of any
kind of bias or partiality at the time of payment to employees. In this regard, HR department of
Marks & Spencer ensures the stipulation of strict policies which can ensure payment on the basis
of job role and responsibilities regardless of caste, creed, religion, gender etc.
Race relation Act, 1976: As per the provisions of this law, the managers of an entity
have to behave in an unbiased manner with the employees so that they can be protected against
discrimination done on the basis of their race. In this regard, the main aim of stipulation of this
act within the confines of Marks & Spencer is maintenance of uniformity and enhancement of
operating conditions of minorities groups by assuring them pay as per their job role irrespective
of their race. This fosters development of healthy relations between the employer and employee.
TASK 2
Application of HRM practices in work-related context
There are a number of HRM practices that are found to be prevalent within the confines of
an organisation, such as training and development, performance management, appraisals, hiring
and dismissals etc. In this regard, recruitment and selection is one of the most important
activities which help an entity in selection of appropriate candidates. This takes place with the
help of some key tools such as Job Description, Person Specification, Interview, Screening,
Offer Letter etc. The same are explained in detailed manner below:-
Job description: Job description is a concise summary of the context, roles, activities,
obligations and conditions of employment of the institution's job posting via the job evaluation
process. It is categorised into four basic elements like job title, the reporting structure, statement
of the reason of post and detail of the major duties.
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Job Specification: This document encompasses all necessary data regarding roles,
responsibilities, knowledge, skills and knowledge that must have candidates for job position.
Job description for Sales Manager of Marks & Spencer
Company Marks & Spencer
Department Sales
Job profile Sales Manager
Job location Manchester, UK
Experience 2 to 3 Years
Job summary Marks & Spencer is looking for a Sales manager who has the
capability as well as the skills to increase the sale volume of
products. Also, the individual is required to have the ability to
influence customers to make a purchase. Candidate should
make use of effective knowledge about sales and consumer
behaviour to deal with changing trends of sale activities in
market.
Skills required  Persuasive skills
 Creative thinking
 Good communication skill
Roles and responsibility  Increasing sales volume by positively persuading
consumers
 Preparation of effective strategy for development of
positive brand image within marketplace
 Increment in customer loyalty
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Person Specification: In this document provide entire information like name, address,
qualification and knowledge etc. Below is the CV of an individual who is applying for vacant
position of Sales manager in Marks & Spencer:-
Name: XYZ
Address: Street Name, City, United Kingdom
Contact number: 033-333-3333
Job Experience: Work experience of 3 years as Sales Officer in Waitrose
Specialization:
 Specialised in development of sales research plan
 Sound comprehensibility of selling activities and consumer buying behaviour
Skills:
 Quick decision making
 Sound oral and written communication and interpersonal skills
 Effective team leadership skills
 Collaborative working
Qualification:
 Master in Business Management from Oxford university
 B.Com From Standard university
 Senior secondary from DEF School, UK.
 Secondary from GHI School, UK.
Declaration: Hereby, I assure that entire information provided by my side is true.
Date: 9/10/2019
Place: United Kingdom
Interview questions:
 Tell me about yourself?
 Why should we hire you?
 What are your expectations from this job?
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Job Offer of Marks and Spencer to XYZ
5th Oct 2019
Marks and Spencer
Street 24, London, UK
Dear XYZ
You have been selected for the title of Sales manager in Marks & Spencer. Your joining date
is 15th October 2019 and you will report to Ms. Eliza who is the Senior manager in Sales
Department. You will be offered a salary of £11000 and your working hours would be from
11am to 7pm.
Thanks & Regards
Human Resource Manager
Marks and Spencer
Usage of technological advancements for enhancing recruitment & selection procedures
Recruitment and selection are one of the most prominent HR functions which lead to
filling of vacancies in the company. In this regard, digital technology has simplified the lives of
people and companies, so it has also accelerated the whole recruitment cycle by reaching mass
candidates at one point of time. In relation to M&S, the entity can make use of digital platforms
in case of external recruitment source. Apart from this it helps in selection process because the
manager can conduct the online test so that unsuitable candidate can be opted out. Further,
interview can be conducted via video conferencing. Thus, online platforms act as a time as well
as cost saving process that offers advantage to corporations such as M&S to carry out
recruitment and selection practices smoothly.
CONCLUSION
On the basis of above discussion, it can be said that HR is one of the key organisational
functions. It is engaged in practices such as recruitment and selection, training and development,
performance management, reward and compensation etc. Also, it is analysed that there are
various laws which guide HR decision making such as Equal Pay Act, Race Relation Act.
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Furthermore, it is acknowledged that HR function plays operative as well as managerial role in
the company by which the accomplishment of corporate objectives is ensured.
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