Human Resource Management in Marks and Spencer

Explore the purpose, functions, strengths, and weaknesses of HRM in the context of recruitment, selection, talent management, and employee relations. Evaluate the impact of HRM practices on organisational profitability and productivity.

Human Resource Management
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Table of Contents
Introduction......................................................................................................................................4
TASK 1............................................................................................................................................5
LO1..................................................................................................................................................5
P1 Explain the purpose and functions of HRM, applicable to workforce planning and
resourcing an organisation...........................................................................................................5
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection 7
M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfil
business objectives.......................................................................................................................9
M2 Evaluate the strengths and weaknesses of different approaches to recruitment and
selection.....................................................................................................................................10
D1 Critically evaluate the strengths and weakness of different approaches to recruitment and
selection, supported by specific examples.................................................................................11
LO2................................................................................................................................................12
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee.............................................................................................................12
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity...............................................................................................................13
M3 Explore the different methods used in HRM practices, providing specific examples to
support evaluation within an organisational context.................................................................14
D2 Critically evaluate HRM practices and application within an organisational context, using
a range of specific examples......................................................................................................15
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TASK 2..........................................................................................................................................16
LO3................................................................................................................................................16
P5 Analyse the importance of employee relations with respect to influencing HRM decision
making.......................................................................................................................................16
P6 Identify the key elements of employment legislation and the impact it has on HRM
decision making.........................................................................................................................18
M4 Evaluate the key aspects of employee relations management and employment legislation
that affect HRM decision making in an organisational context................................................19
LO4................................................................................................................................................20
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples....................................................................................................................................20
M5 Provide a rationale for the application of specific HRM practices in a work-related
context........................................................................................................................................23
D3 Critically evaluate employee relations and the application of HRM practices that inform
and influence decision-making in an organisational context.....................................................24
Conclusion.....................................................................................................................................25
References......................................................................................................................................26
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Introduction
Human resource management is that systematic process which is used by organisation for
managing employment relations which can help company in achieving competitive advantage.
All business enterprises, formulate various employment policies, strategies and plans so that
organisation can accomplish its desired objectives in less time period. Companies of this ear are
facing different problems due to competitive and global market environment, and to survive in
this type of marketplace, enterprise has to focus more on its workforce and their competencies.
The multinational retailing company Marks and Spencer has been chosen for this project report.
In this report, scope and purpose of HRM has been determined in terms of resourcing high
skilled employees. There are various key elements of Human resource management which has
been evaluated along with their effectiveness. At the end, some work based HRM activities has
been applied in organisational context.
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TASK 1
LO1
P1 Explain the purpose and functions of HRM, applicable to workforce planning and
resourcing an organisation
Human resource management is that business activity which assists organisation in enhancing
performance of its workforce so that they can perform their assigned roles and responsibilities in
most effective manner. The major function of this section is to workforce planning because it
assists organisation in aligning business needs and priorities with workforce so that it can meet
all production, regulatory, legislative and service requirements. Some most important activities
and practices of HRM manager are planning, staffing, directing and controlling which helps
company in selecting and posting high skilled employees at right position. HR section provides
timely information about current and future demand or supply of workers (Alfes, et. al., 2013).
Apart from this, there are some most important purposes of HRM assists Marks and Spencer in
leading towards organisational growth, these are followed as under:
 Employee relations: HRM section build a positive relationship between employer and
employee to ensure that there will be no chance of organizational conflicts or disputes.
Marks and Spencer is number one clothing company which have never faced
controversies due to its employees because it highly satisfies them by providing good
working conditions.
 Improve employee’s efficiency and effectiveness: The biggest purpose of HR manager
is to increase current skills, knowledge and abilities of workers so that they can run
business activities without any confusion and produce positive results. M&S organize
various skill-building activities within its work so that it can improve working efficiency
and effectiveness of its employees (Appelbaum, 2013).
 Proper utilization of organizational resources: HR managers keep the record of each
and every resource which is present in an organization. They always make efforts so that
all human resources can be utilized in the appropriate manner.
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 Moreover, these are some most significant purposes of HRM which helps M&S in
managing its workforce in a systematic manner. Along with this, there are few functions
which are operated by HRM section but provide the huge benefit to the business
enterprise.
 Recruitment and selection: To lead an organization to the high level of success and
growth, an organization has to recruit most talented and qualified staff members. HR
section takes helps of various recruitment and selection approaches for selecting bets
candidate for a vacant job position.
 Orientation: After recruiting suitable employees, HR manager provides them orientation
program so that they can become familiar with workplace environment.
 Training and development: The most important function of HR section is to provide
appropriate learning programs to employees so that they can enhance their working
efficiency and effectiveness (Armstrong & Taylor, 2014).
 Positive working environment: The biggest HR function is to build good working
environment so that employees can operate their given roles and responsibilities without
any problem.

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P2 Explain the strengths and weaknesses of different approaches to recruitment and
selection
Recruitment and selection can be referred to the business process which helps in enlisting and
selecting the highly qualified candidate for a vacant job position. Marks and Spencer is a
successful organisation which takes help of different methods such as job analysis, personal
specification, competency frameworks, job description, internal and external sourcing. These are
some most important approaches to recruitment and selection but Marks and Spencer take help
of internal and external sourcing method which have some advantages and disadvantages.
(Figure 1: Approaches to recruitment and selection)
(Source: Akrani, 2012)
 Internal sourcing: It is that recruitment and selection method in which business
enterprise looks within existing workplace for filling the vacant job position. The biggest
strength of this approach is that it is cheaper and quicker enlisting technique. But at the
same, it does not provide the huge number of potential applicants.
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 External sourcing: In this recruitment and selection method, organisation looks outside
the workplace for hiring employees. The biggest advantage of this approach is that it
provides the huge number of candidate to a company so that it can select best out of
them. But at the same time, it is a money and time-consuming procedure.
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M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfil
business objectives.
Some most important HRM functions are recruitment, selection, development, training and so on
which helps Marks and Spencer in increasing its profitability and productivity. Every business
enterprise operates its business activities so that it can improve its financial position and also can
enhance its organisational growth but without employee’s support it cannot reach to its desired
goals or objectives (Chelladurai & Kerwin, 2017).
Marks and Spencer give core attention to training and development programs so that it can
enhance current working efficiency and effectiveness of its workers. If high skilled employees
will run business activities with new knowledge then they can operate them in most effective
manner and also can produce positive results.
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M2 Evaluate the strengths and weaknesses of different approaches to recruitment and
selection.
Marks and Spencer two approaches for recruiting and selecting people which are followed as
under:
Internal sourcing: While company fills its vacant position by recruiting existing employee then
it is known as internal sourcing.
 Advantages: Marks and Spencer choose this method because it helps a company in
reducing cost which is required for conducting interview rounds.
 Disadvantages: The biggest disadvantage of internal resourcing is that it does not
provide an opportunity to the company of hiring fresh and more qualified staff members
(Tewart, 2013).
External sourcing: When employees are recruited and selected from outside the company then
it is known as external sourcing.
 Advantages: Marks and Spencer follow this approach because it provides the huge
number of candidates with high qualification and business skills.
 Disadvantages: Sometimes, external sourcing creates confusion for managers because it
provides lots of applicants and manager cannot understand that they should select for
filling their job position.
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D1 Critically evaluate the strengths and weakness of different approaches to recruitment
and selection, supported by specific examples.
According to Naveen & Raju, (2014), there are various recruitment and selection approaches
such as personal specification, job description, competency frameworks, internal and external
sourcing. But Marks and Spencer follow internal and external sourcing because it helps
organisation choosing most suitable, talented and qualified candidate for a vacant job position.
Furthermore, there are some weaknesses of internal and external sourcing. While recruiting and
selecting people to form internal sourcing company do not get too many options so organisation
has to select the individual from the limited number of workers whereas, external sourcing
increases operational cost of an organisation.
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LO2
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee.
HRM section operates various practices like recruitment, selection, orientation, training,
development, planning, directing and controlling which provides financial and non-financial
benefits to both employers and employees of Marks and Spencer. Some major benefits of HRM
practices are discussed below:
Benefits to Employer
 Productivity: HR section recruits most qualified workers who operate business
operations in the appropriate manner and also produce high-quality products and services
which provide high customer satisfaction and also increase product demands within a
marketplace.
 Profitability: Employee with great productivity can help the organisation in generating
the high level of financial profit and also can lead the company towards organisational
growth (Gupta & Jain, 2014).
Benefits to Employee
 Learning: HRM section continuously checks employee's skills and abilities and make
various efforts to improve their working performance by engaging them in learning
programs.
 Training and development: Marks and Spencer conduct training programs in which
employees improve their current skills, abilities and knowledge so that they can resolve
their all personal as well as professional problems in the appropriate manner.
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P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity.
Marks and Spencer is a large clothing brand which operates its business activities across the
world. For managing business position HR section of M&S operates various HRM practices
which help in increasing its profitability and productivity.
 Recruitment and selection: This HRM practice helps the organisation in recruiting and
selecting the most qualified candidate for vacant job position so that organisation can
survive in the competitive marketplace for a long time period.
 Reward system: Marks and Spencer provide rewards system to their employees which
help it in motivating them for contributing more efforts in organisational development.
 Training and development: HRM section provides training and development program
to workers which helps them in performing their given roles in the appropriate manner.
 Career management: Marks and Spencer provide various future growth opportunities to
its employees so that it can satisfy their monetary and non-monetary needs and also can
retain them for a long time period (Stanujkic, et. al., 2015).
 Performance appraisal: HR manager analyses employee's performance to determine
their working efficiency and effectiveness. By analysing worker’s performance
organisation can take required actions to improve them.
Apart from this, by providing the flexible working condition to employees, an organisation can
increase communication and cooperation level within workplace and employees can also operate
business functions in comfort zone.
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M3 Explore the different methods used in HRM practices, providing specific examples to
support evaluation within an organisational context.
There are various methods which are used by HRM section for managing human resources and
these are followed as under:
 Performance appraisal: This HRM concept is used by HR managers to determine a
current working performance of employees so that company can provide them learning
programs as per the requirements.
 Training and development: Marks and Spencer use on the job and off the job training
methods for enhancing current knowledge, abilities and skills of its workforce (Stanujkic,
et. al., 2015).
 Reward system: This is the most important motivational method which is used by Marks
and Spencer to encourage its employees for operating business activities in most effective
and systematic manner.
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D2 Critically evaluate HRM practices and application within an organisational context,
using a range of specific examples
According to Gupta & Jain, (2014), HRM department operate various activities like training,
development, enlisting, selection, performance management, reward management and so on. By
analysing employee’s performance HR managers can determine that what kind of training
programs worker wants. Also, it HR section conducts learning programs so that employees can
improve their working efficiency and effectiveness as per the requirement.
Moreover, for operating above mentioned activities and practices, organisation require the huge
amount of capital as well as lots of time which cannot be afforded by small and medium-sized
companies.
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TASK 2
LO3
P5 Analyse the importance of employee relations with respect to influencing HRM decision
making.
Employee relations are that organisational process which helps in building the positive
relationship between supervisors and subordinates. Marks and Spencer can improve its employee
relations by following below-mentioned points:
 Communication level: By increasing communication level between employees and
employers Marks and Spencer can improve its relations with its workforce (Appelbaum,
2013).
 Providing career development opportunities: By providing future career opportunities
like promotion, transfer etc. company can build the good relationship with its employees.
 Protecting and promoting employee’s interest: For making positive relations with
employees, Marks and Spencer protect and promote each and every need of its workers.
 Employee relations play the most significant role in the business enterprise because it can
influence the huge impact of HRM decision-making process and it's each and every step
which is discussed below:
 Define the problem: Without making positive relationships with employees, a company
cannot identify an exact problem which is affecting business position (Chelladurai &
Kerwin, 2017).
 Establish goals: Without taking help of workers, M&S cannot set its future goals
because fro achieving them it has to take help of employees.
 Identify resources: Human resources are most important organisational assets which
help a company in attaining its desired goals.
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 Consider the alternatives: Before taking any important decision, an organisation should
determine that how many human resources it has and how many are required and at last
choose best resources.
 Make a decision: Without discussing with an employee, an organization cannot take the
final decision.
 Implement the decision: For implementing new changes or decisions, organisation
requires the support of its workforce.
 Evaluate the results: Only by determining employee’s performance, the company can
evaluate the effectiveness of its taken decisions.
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P6 Identify the key elements of employment legislation and the impact it has on HRM
decision making.
Marks and Spencer follow various employment legislation in order to comply with legal
authorities and these are followed as under:
 Race relations: This act was enacted by UK government to address the racial
discrimination. According to this act, an organization should not discriminate employee
on the basis of their ground of colour, national origins, race or ethics.
 Sex discrimination: This act was imposed in 1975 to remove the sex discrimination
from the workplace. According to this, a company should not discriminate employees on
the basis of their gender (Armstrong & Taylor, 2014).
 Equal pay: This act force organisation to pay equal pay to its men as well as women
employees. This act was imposed to stop unfair practices of employers.
 Employment relations act: According to this employment legislation, an organisation
should build positive relationships with their employees otherwise they can suffer from
financial penalties.
Hence, these are major employment laws which are followed by M&S. This company makes its
HRM decision only after considering these act because noncompliance with legal and regulatory
framework can put the organisation in huge danger.
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M4 Evaluate the key aspects of employee relations management and employment
legislation that affect HRM decision making in an organisational context.
Employee relations are that business concept which builds positive relations among employers
and employees. Good relations with superiors and subordinates can build positive working
environment within a workplace. If Marks and Spencer implement new changes or decisions
within workplace then it needs the full support of workers. For motivating they or building good
relations with them M&S can take help of various reward systems. Satisfied workers can help
organisation in meeting with desired goals and objectives (Alfes, et. al., 2013).
On the other side, employment legislation helps in protecting and promoting needs and wants of
employees. By complying with all employment laws, M&S can take most successful decisions
regarding its workforce. For this, it should provide equal pay and opportunity to its both men and
women employees.
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LO4
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples.
In order to achieve the overall goals and objectives, Marks and Spencer have developed the
following strategy:
(Figure2: Trends in HRM)
(Source: Jagdish, 2015)
Recruitment and Selection
The recruitment and selection process has been effectively planned and the company attracts the
talented candidates by:
 Posting a detailed job specification and person specification so that only the eligible
candidates are selected for the interviews (Aluwi, & Saihani, 2013).
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 The job advertisement is posted in online job portals so that the process of recruitment
and selection is quick.
 Proper workforce planning is done before finalising the requirements.
 Background verification of the candidates is done before finalising the selection.
Training and Development
The organisations plan the training and development modules so that the knowledge and
expertise of the employees are enhanced and production efficiency is achieved. To achieve this,
Marks and Spencer follow the following procedures:
 Training for new joiners is planned based on the level of knowledge required to perform
the specific tasks (Aluwi, & Saihani, 2013).
 Training and development are very well designed and the company uses methods such as
on-the-job training and external training to enhance the knowledge of the employees.
 Training and development modules ensure overall development of the employees.
 Regular feedback is taken from the employees to know the effectiveness of the training
and development modules.
Performance evaluation
Performance of the employees is evaluated so that the knowledge of the employees can be
ascertained and to promote the employees who have performed better. The HR department of
Marks and Spencer follows the following criteria of performance evaluation:
 Regular feedback is taken from the managers and supervisors in order to assess the
performance. The level of knowledge and expertise of the employees are evaluated based
on the actual targets achieved by the employees (Mutua, et. al., 2012). This is done as
part of reward and recognition process which helps to motivate the employees. For
example, Marks and Spencer recognise the works of all the levels of employees from
storekeeper to the Managers. The criteria for rewarding the employees are evaluated by
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the management periodically and the incentives are decided based on the performance of
the employees.
 Other skills of the employees such as communication skills and interpersonal skills are
also taken into consideration.
 The motive of the performance evaluation is to create the leaders within the organisation
which helps the company to expand its business.
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M5 Provide a rationale for the application of specific HRM practices in a work-related
context.
The use of technology in the recruitment and selection has benefited Marks and Spencer in the
following ways:
 The use of online job portals helps the HR to get number of applications for the job
which helps to select the appropriate candidates (White, 2017).
 The time taken for recruitment and selection process is reduced since the application can
be applied and screened quickly.
 Since the entire required employee details are taken before applying for the job, the
employees can be contacted if required (White, 2017).
 Background verification is also done quickly.
 The cost incurred for the recruitment and selection process is minimised.
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D3 Critically evaluate employee relations and the application of HRM practices that
inform and influence decision-making in an organisational context
Marks and Spencer has an effective system of implementing HR policies in order to improve the
employee relationship. The following can be evaluated as:
Strengths
 The management communicates the policy changes in the organisation so that employees
are updated.
 Regular feedback is taken from the employees so that changes can be made in the
policies accordingly (Nooraie, 2012).
 Health and safety measures have been taken and assistance is provided to the employees
in case of an emergency.
 All the mandatory statutory requirements are maintained as per the requirements of the
government.
 Trade unions are involved in resolving various issues raised by the employees.
Weakness
 The decision-making process becomes slow since the employees may not agree with the
policies (Nooraie, 2012).
 Trade unions may interfere in the decision-making process and hence, the management
may not take bold decisions to compete in the market.
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Conclusion
By seeing above mentioned investigation it has analysed that HRM helps the business enterprise
in surviving in global and competitive business environment. By taking help of different
approaches and strategies of HRM company can lead to high level of growth and development.
There are various activities like recruitment planning, selection, directing, controlling and
training which helps the organisation in making its workforce more effective and strong. For
achieving business goals and objectives in the appropriate manner, an organisation should build
positive relationships with its employee because without them it cannot even survive in the
marketplace. Moreover, UK government has enacted different employment laws like Equality,
Health and safety etc. to ensure that all companies should provide a good working environment
and future opportunities to their workforce. Marks and Spencer follow all the employment laws
and also builds positive relations with its employees who help it in reducing chances of
organisational dispute and also help in becoming the biggest market player.
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