Human Resource Management (HRM) Practices in Organizations

This report discusses the functions and objectives of Human Resource Management (HRM) in organizations. It highlights the significance of employee relations for enhancing growth and productivity, using Mark& Spencer as a case study. The report covers various HRM practices such as recruitment, training, motivation, performance appraisal, and morale management, demonstrating their effectiveness in decision-making processes and business situations.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Functions and purposes of HRM ......................................................................................1
P2 Weaknesses and Strengths of different approaches to recruitment and selection............4
TASK 2............................................................................................................................................6
P3 Benefits of various HRM practices with in a company....................................................6
P4 Effectiveness of various practices of HRM to raising growth and development..............7
TASK 3 ...........................................................................................................................................8
P5 Importance of employee relations increasing HRM decision making..............................8
P6 Elements of Employment legislation and its affect...........................................................9
TASK 4 ...........................................................................................................................................9
P7 Application of HRM practices in context of work related................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12
.......................................................................................................................................................13

INTRODUCTION
HRM is a main and integral part of an organisation. It is an process of recruiting,
selecting, training and development of employees in an organisation. The HRM consists
performance appraisal, job analysis, job designing, wages and salaries, solve issues and
problems, better communication etc. Mark & Spencer is a retail business organisation and this
industry deals in luxury food items, clothing, home goods and this company start dealing in
Kellogg's Corn Flakes (Armstrong and Taylor, 2014). In this report mentioned about the main
functions and purposes of Human Resource Management which are applicable to resourcing and
workforce planning of an organisation. There are many weaknesses and strengths various
approaches of hiring and selection. The good human relations is very necessary in a company
because it helps in increase the productivity and development of a business firm. The Mark &
Spencer uses many different Human Resource Practices which helps in enhancing productivity
and profitability.
TASK 1
P1 Functions and purposes of HRM
The HRM deals in many areas such as hiring and selecting of candidates at the right
place, to give them training and development, appraise their performance, compensation,
conduct employee engagement activities etc.
There are some purposes of Human Resource Management:
 to do the effective and efficient utilisation of resources.
 To increasing the productivity and development of an organisation.
 Provide training to employees and also increase their motivation level (Boxall and
Purcell, 2011).
 Develop the personality of every person.
 To maintaining the quality work.
There are three main functions of Human Resource department:
1

1. Managerial function
Planning- It is the duty of top management is to make effective and workable plan.
Planning helps in evaluating the aims or objectives of company. In planning includes
determining the vacancies, evaluating the main sources of hiring, job description etc. It helps in
doing activities in a systematic way. Planning is very helpful in doing the business related
activities in a systematic manner. With the help of this staff members will do its business
activities and achieve the organisational goals in an effective way.
Organising- After situating a gaols and making a plans and policies to reach the
objectives, Human Resource Manager of Mark& Spencer company introduce and maintain the
structure of an organisation to carry out different activities and operations.
Directing- In this, HR manager motivate and give direction to its employees for
achieving the gaols and objectives of a company (Jiang and et.al., 2012). The implementation of
a plan is totally depend on the motivation level of employees. If they will get motivated, then it
will helps in achieve the target.
2
Illustration 1: HRM functions
(Source:Difference among Human Resource
Management and Personnel Management, 2017)

Controlling- It is related with regulation of tasks and activities which is followed
with plans and also have been developed according to the goals of a company. In this includes to
see all activities and then make comparison of actual result with the expected result. The
manager of Marks & Spencer control the irrelevant and unethical activities at the workplace.
From the the business operation and activities will not impacted.
2. Operative Functions
Training and development- It is a main part of human resource department. It is
the responsibility of a manager is to provide training and development to its employees. Training
is related to enhancing the particulate skills and development is related with the overall
grooming. Both help in increasing the performance and motivational level of employees and also
helps in achieving the target of company. Training can be on the job or it can be off the job
training.
Maintenance- Company should provide positive working environment for employees
and also give them good and effective working conditions. The good and workable condition of
work place help in enhancing the morale of employees and they will work in a better way.
Motivation- In a business enterprise, employees work for fulfilment of their needs and
wants. But some time, they are not contribute their abilities and skills towards the work or an
organisational goals because the manager do not give motivation to them (Chelladurai and
Kerwin, 2017). So, to complete work and to accomplishing the target, it is necessary to motivate
them.
Industrial relation- It is the duty or can say responsibility of a Human Resource
Manager is to maintain and develop better and harmonious relationship with employees. Manger
help in solving disputes, in case if arise, joint consultation and collective bargaining. If industrial
relations will be good then in this case it will be easy in maximising the productivity.
3. Advisory function
Advise to top management- The manager of Mark& Spencer give advise to its top
management in introducing and evaluation of human resource plans, policies. Personnel
manager help in giving the advice for developing the good and harmonious relationship with
employees and also increase their motivation level (Wright and McMahan, 2011).
3

Advise to Departmental Heads- Human Resource Manager gives advise to all
departmental heads on job analysis, hiring and selection, performance appraisal, training or
development to increase the working efficiency of employees.
For an example- In Marks & Spencer, there is a manager who works for increasing the
productivity of business. This person works with its staff members.
P2 Weaknesses and Strengths of different approaches to recruitment and selection
In Recruitment determination the needs and wants to appoint some person through some
application forms. It is a process in which searching out new people and then selecting them for
the vacant positions. It is a positive process by identifying their skills and capabilities. Hiring of
an employee can be inside an organisation and can be outside (Harzing and Pinnington, 2010).
In side, human resource manger recruit an existing employee for any other department or it can
be through promotion, transfer etc. In selection, HR manager choose a capable candidate for
right place at right time by seeing their skills, abilities and knowledge. It is a negative process in
which manger select only few capable people among all. The recruitment and selection can be
internally or can be externally and there are some weaknesses and some strengths:
Strengths or capabilities of Internal hiring and selection
Under internal recruitment, Human Resource Manager of Mark& Spencer business
enterprises recruiting a candidate for the vacant position in an organisation. This type of hiring
motivate employees and also attract them towards company. The internal selection means to
assessment and determination of people in an organisation, employees move from one job to
another by promotion and through transfer. There are some sources of internal recruitment and
selection:
Transfer- It refers to shift an employee from one post to the another post with out any
modification in their responsibilities. It can be at the same level and it can be for promotion in
future.
Promotion- It can be for the upward movement and generally a person is promoted at the
higher position. It will spells in enhancing the morale and motivation level of other employees
and they will do work in a well and proper manner (Lengnick-Hall, Beck and Lengnick-Hall,
2011). Other employees will perform well and their performance level will be maximized.
Employee referrals- It means that an existing employee of Mark & Spencer business
form give reference to its family and its friends for filling vacant position because present
4

employees already know about the working culture, environment and the necessity of job. In this
time will less consumed and it will also be cost saving.
Strengths
 It is less costly and easy way to recruit candidate for vacant post.
 Employees already know about the working conditions and also aware about
business activities.
 The Human Resource Manager already know about the capabilities and
weaknesses of its existing employees.
 The main strength of internal recruit and selection is that it provides a chance for
promotion with in the organisation. It will helps in motivating other people.
 It is a time saving process.
Weaknesses
 There is no entry of new ideas from outside the organisation.
 There is a limitation of number of existing employees.
 Can arise dispute or conflict among people.
 Partiality can be arise.
External recruitment and selection and their advantages or disadvantages
In this, Human Resource Manager recruit candidates outside the organization
(Purce, 2014). In this, searching out candidates from externally like for instance pool of job,
placement from campus, consultancy, by giving advertisement etc.
Strengths
 With the help of this, company can bring and introduce ideas from outside the
organisation.
 The Mark& Spencer give an opportunity to new or fresh talent.
 In this, there is less partially can be created in current employees.
Weaknesses
 It is very expensive and more time taking process than the internal process.
 There is a requirement of giving the training to new employees.
 It is expensive because there is a need to give advertisement about the
requirements of job (Aswathappa, 2013).
 Develop dissatisfaction for present employees.
5

TASK 2
P3 Benefits of various HRM practices with in a company
In an organisation, there is a need to maintaining the good and harmonious relationship
among employees and employers. It will helps in increasing the productivity and profitability of
business. In Mark& Spencer business firm, HR manager always works on maintaining good
relationship and to increasing growth or development of company, this business enterprise use
some of the Human Resource practices. Some of the HRM practices are as given below:
Retirement benefits- Retirement means when a person has completed its work tenure
then after this he/she retired from an organisation (Bloom and Van Reenen, 2011). The
retirement benefit is only for senior level of employees. The human resource manager of Mark &
Spencer organisation allot less work or work in sharing, from this the work stress or can say
workload will be less on them and they will complete in proper manner at a given period of time.
Human Resource Information System (HRIS)- It is a type of software and it helps in
data entry, payroll, accounting, save the information and data related to employees, data tracking
etc. It is very useful process with the help of this, company can also data and information (Daley,
2012). The HR manager use this type of software for improving and enhancing the efficiency
and effectiveness, alleviate work flow and also gather specific information.
Recruitment and application tracking- It is very effective human Resource Practice and
in with the help of application tracking system, HR manager easily handling the requirements of
job. It is a online system and it helps in tracking all applications which is for vacant position in
an organisation. Mark& Spencer use this system in recruitment of a candidate.
These all practices have some important benefits for both employee and manager:
Maintaining working environment- Human Resource Practices helps in maintaining
the positive working environment of an organisation and building flexible workplace. With the
help of this, employer can retain its current worker and giving them workable and healthy
working environment of workplace (Kehoe and Wright, 2013). From this, company can achieve
tits aims or objectives of an organisation.
Increase motivation of employees- The Human Resource Manager of Mark& Spencer
business firm increase the motivation level of employees and also their morale. Motivation helps
in make improvement in the working performance of employees.
6

Building positive behaviour- The good human resource practices helps in developing
and maintaining the positive working environment of a business firms. From this, employees feel
that they are the part of company and also feel stress free. With the help of this, the growth and
productivity of Mark & Spencer will be increased and no conflict will be arise among employer
and employees.
P4 Effectiveness of various practices of HRM to raising growth and development
The practices of HRM is very important and necessary for maximizing the profitability
and productivity of business and its operations. The good practices helps in making the business
environment positive and flexible. With the help of this the morale and motivation level of
workers will be increased. Mark& Spencer business organisation uses Human Resource
Information System, from this HR managers save all the activities and information related to
company and its activities (Pfeffer, 2010). The good HRM practice is training and development.
Training helps in increasing the single skills an development is related with the overall
grooming. It is a responsibility of Human Resource Manager is to provide training to its
employees for improving and enhancing their level of performance. Employer motivate its
workers to do work in a better way and from this they also works for achieving the target. The
learning practice is useful for an organisation and its employees. With the help of learning
practices abilities, skills, knowledge. It will be very good at the retirement time. The Mark&
Spencer business firm gives some advantages and all facilities to its old and senior workers at
their retirement time.
The all practices like Human Resource Information System, learning, retirement benefit
services, Recruitment and application tracking, training or development practices are very
effective in raising the growth and productivity of business. These all makes a business
productive and also helps in developing good workplace. An effectiveness of Human Resource
Practices is that it is helpful in proving the compensation to its staff members for satisfying their
needs and increasing the growth of an organisation. The growth of Marks & Spencer business
and different HRM practices linked with the each other. The manager of this business
organisation maintain this effectiveness for enhancing the profit level of company.
7

TASK 3
P5 Importance of employee relations increasing HRM decision making
The employment relationship is a connection among employee and a manager. Good and
harmonious relationship in a business firm gives a fair and good treatment to all workers, so that
they can loyal towards the business and also for organisation. It is the duty of a Human Resource
Manager is to work on maintaining the good relationship with all employees and also motivate
them, so that they can work well (Hobfoll, 2011). If the relation with employees will be good
then in this case they all are work towards achieving the gaols and objectives of an organisation.
All employees should be comfortable with each other. The harmonious relation between
employees helps in motivating people and also enhancing their morale. Good communication
reduces all the problems or issues, grievances, any problem related with the collective bargaining
etc. The relation is concerned with physical, emotional and practical etc. If relation among
employer and employee is not good then in this case all workers will get demotivated,
disappointed and do not work for achieving goals and objectives and employer will not treat all
employees in a better way. There are some importance of employee relation:
Motivated- It is like a strength for employees. If employer motivate its employee then
from this all employee will feel good and work for achieving the goals and objectives of a
business firm. The good way of motivation is performance appraisal and increasing their level of
performance.
Conflict Reduction- The cooperative and friendly working environment helps in
minimization of conflict from an organisation (Surroca, Tribó and Waddock, 2010). From
conflict reduction all employees will work together with without any issue.
Teamwork- If all employees will be satisfied from from the company and it is the
responsibility or duty of a human resource manager is to motivate them for working together in a
team. To working in a team, they all are know and understand the sentiments of each other.
Reduce absenteeism- If relationship between employees will be better and harmonious
then in this case they will come together and will not absent more. They will also take interest in
their work and work for achieving the target which is decided by top management.
Review of workers- It is necessary for manager is to take time to time review from the
staff members about an organisation or workplace. Manager of Marks & Spencer maintains the
good relationship with its employees for providing them job satisfaction.
8

These all are the points helpful of employee relation in context to decision making and
increasing the productivity of business. So, it is the duty of manager is to develop and maintain
the good relationship for enhancing the productivity of business.
P6 Elements of Employment legislation and its affect
There are some legislation in Mark& Spencer business firm which impact on business
activities and its operations. The main issue in this company is Discrimination and its affect is
bad on business operations and from this the decision making process of company will also be
impacted (Song, and et.al., 2010). There are some other legislations which impact on business
decision making process:
Health and Safety act 1947- It is very necessary to maintain and providing the good and
safety working environment so that all employee will work without any issue and problem.
From safety working environment, the accidents will not happen more. To minimize incidents,
human resource manager has to provide training for employees and conduct some safety related
programmes for them.
Employment act 1963- It is mainly related with labours. This act consists employment
protection act 1975 and wages act 1986. On the basis of this act, it is the responsibility of a
manager is to give proper and minimum wages at a proper time. In a company, if any individual
doing work extra or can say work after completing the working hours, then in this case employer
has to pay additionally to that individual person.
Sex discrimination act- The parliament of United Kingdom pass this type of act to
protect or safe men or women workers from any type of discrimination problems. On the basis of
this act, manager should be treat all employees equally (Nabrzyski, Schopf and Weglarz, 2012).
From discrimination, all women worker feel in safe and insecure in an organisation.
TASK 4
P7 Application of HRM practices in context of work related
Mark& Spencer business firm uses many applications of HRM practices. In the Human
Resource Management practices consists learning recruitment, practices or selection, training,
motivation, maximising, performance appraisal and the morale of employees etc. these all
practices are very effective and efficient manner (Zott and Amit, 2010). All the applications
9

helps in increasing the motivation and working performance of employees. From following all
functions and applications, this business firm can achieve its goals and objectives.
Like for an instance, Human Resource Manager of Mark& Spencer enterprise
formulating and maintaining the documentation related with the job specification for hiring an
employee. Under this abusiveness firm, there is a vacancy of Sales executive and the manager of
this company wants to appoint a person who is capable and has knowledge about marketing and
sales skills (Loorbach and Rotmans, 2010). From this purpose, HR manager formulated a
blueprint related to job specification and also prepares some questions for interview round:
JOB SPECIFICATION
Marketing Executive
Industry name Marks & Spencer Public limited Company
Reporting to Marketing Manager
Skills required Communication, selling, interpersonal skills.
Qualifications Graduation and post graduation in Marketing
and also diploma in marketing field.
Experience 1 to 2.5 years
Responsibilities Responsible for guiding its employees, provide
good customer service and ability to
convenience to customers.
Questions for Personal Interview round:
1. Tell me about marketing?
2. Tell me difference among selling and marketing?
3. What will be your techniques to convenience your customers (Trkman, 2010)?
4. What will be your strategies to selling a product in new markets?
There are some points which this business firm can be applied on the various practices of
HRM and different kinds of aspects for controlling on the business situations:
 Conducting the training and development programme for staff members.
10

 Decision making process.
 Developing vision and mission of firm
 Evaluate the performance level
 Maintaining product and services quality.
 Man power planning
CONCLUSION
It is concluded from the above report that Human Resource Management is a backbone of
an organisation and the main objective of this department is to enhances the growth of company
by maximising their performance level. In this report studied about the functions and objectives
of Human resource management. In an organisation, the employee relation is very important for
enhancing the growth and the productivity of an organisation. The Mark& Spencer business firm
uses good and effective practices which helps in decision making process.
11

REFERENCES
Books& Journals
12

13