Human Resource Management (HRM) Practices

The assignment provides an in-depth analysis of Human Resource Management (HRM) functions and operations, including purpose and function, skill development, strengths and weaknesses of different approaches, benefits of HRM practices, and establishment of effective employee relationships. It also discusses a job advertisement for an HR manager and various legal measures that impact HRM decision-making.

HUMAN RESOURCE
MANAGEMENT

INTRODUCTION
Human resource of a company are managed by Human Resource Management(HRM), it
aims at mainataining employees in a way that bring positive outcomes. Employess are the main
pillars of the business and its operations, therefore, it needs to be effective and creative who can
bring effectiveness (Analoui, 2017). Organisation focuses on achieveing its objectives through
utilizing knowledge and skills of human resources which is developed and mainatained by HRM
and its practices. Marks & Spencer operating its business in retail market needs effective human
resources who can bring effeciency in business operations and accomplish the objectives of
organisation. This study report includes benefits of human resource management practices, purpose
and functions of human resource management. This report also explains importance of employee
relation, employement legislation and various approaches of recruitemnt and selection.
Task 1
Purpose and function of HRM applicable to workforce planning and resourcing an organisation
HRM focuses on bringing innovation and creation in business processes which can result in
achievement of goals and objectives. Humna resource management maintains and manages the
human resources of organsiation that leads to creative process and ultimately goals are achieved.
Marks & Spencer aims at providing training and development of human resources and also
motivates and encourage them to bring innovations (Lepak Boon and Boselie, 2017). Workforce
planning is a con tinuous process which applied by HRM to manage human resorces and it
facilitates in meeting needs and wants of employees which can result in achievemnet of ultimate
goals of company.
Purpose of human resource management
The main purpose of HRM is to utilize the skills and knowledge of its employees which can
result in increasing productivity and profits of organisation. HRM focuses on acquiring the
knowledge of employees to the fullest, provides training and development and also apply various
HRM practices so that talented employees retain in organisation (Bratton, and Gold, 2016). Marks
& Spencer aims at mainatining human resources as it deals in retain markets and require talented
employees to operates its business activities and gain competitive advantages. HRM recruits, selects
qualified and talented people in organisation who can work towards achievement of goals. HRM
also focuses on retaining talented employees by applying various practices and approaches.
Different methods of Human Resource Management practices
HRM manages the human resources of company, activity of organsiation, selection and
recruitemnt, training and development of employees (Wood, and Szamosi, Collings, 2015). The

main function of human resource management is to communicate with every departemnt of
organsiation and manitain proper flow of information. This results in bringing effectiveness in
business operations and accomplish the organisational objectives (Guest, 2017). Important
functions of HRM are expalined as follows:
Recruitment and selection: the basic and important responsibilty of human resource management
is to recruit and select talented employees who can lead to achievement of goals and objectives.
Marks & Spencer aims at selecting and recruiting talented and skilled employees who can use their
knowledge and serve customers in effective way and make them satisfied (Johnson, and Szamosi,
2018). Marks & Spencer deals in retail markets and requires knowledgable employees who can
understand needs and wants of customers and serve them accordingly which results in customer
satisfaction. So, HRM of Marks & Spencer aims at selecting and recruiting suitable and skilled
employees who can accomplish the task given and achieve overall objectives. Recruitment and
selection of employees faciliate organisation to bring talent and skills into organisation and it also
uses various techniques to retain them.
Training and development: HRM selects and recruits the best employees and then provide them
with required training and development sessions to bring effectiveness in operations. Marks &
Spencer gives training and development to employees so that it facilitate in the best use of available
resources and bring positive outcomes (Kianto, Sáenz, and Aramburu, 2017). Human Resource
Management focuses on utilizing the best use of human resources and their skills and knowledge in
accomplishing the overall objectives. The main function human resource management is to recruit
talented and skilled people to employees so that they acn result in bringing effectivesness and result
in acheiving overall objectives and goals.
Maintaining work environment: Human Resource Management makes work environment in a
way that motivates and encourages employess to bring innovation and creation. Marks & Spencer's
HRM maitains a good workculture that facilitate in bringing effectiveness in operations. This leads
to maintain proper flow of information whic results in positive outcomes. Effective working
environment makes employeees satisfied towards job and results in retaining the talent and skills in
organisation.
Manging disputes: there are certain situtions in which disputes happen between employees, and
Human Resource Management focuses on managing those disputes (Liu, D and et.al., 2017).
Human Resource Management apply practices which avoids disputes among employees and it also
solves, if any arrives. HRM practices facilitate proper flow of information, maintains work
environment that avoids disputes and result in effective outcomes. And this makes empployees
satisfied towards job and results in their retaintion.
Employee satisfaction: HRM aims at managing employees in a way that satisfies and they work

towards achievement of objectives. Marks & Spencer focuses on encouraging and motivating
employees and also aims at satisfying them so that they can bring effectiveness in business
operations (Liu, D and et.al.,2017). HRM practices facilitate employee's satisfaction so that they
retain in organisation and bring positive outcomes by utilizing their knowledge and skills.
Performance appraisal: Human Resource Management monitors and measure the performance of
empoloyees in order to appraise them. HRM practices are applied in measuring the performance of
employees which can facilitate in satisfaction of employees. Marks & Spencer focuses on
measuring the performance of employees and also provide rewards to them to satisfies them. This
leads to amke them satisfied and results in retaining them.
Various HRM methods and practices helps to recruit and selects the best suitable and
talented employees, providing training and development to them and also satisfies them by
appraisng their performance (Mankin, and Garavan, 2018). These practices provide talented and
skilled human resources to organisation which helps in achieving organisational goals and
objectives.
Strength and weakness of various approaches of selection and recruitment
The basic function of Human Resource Management is to select and recruit the best suitable
employees for organisation who can result in achievemnt of target goals and objectives. Marks &
spencer's HRM uses various approaches in selecting and recruiting the best employees who can
bring positive outcomes.
Internal Recruitemnt And Selection
The internal recruitment and selections helps in identifying talented employess within the
organisation. HRM recruits and selects employees from within the organisation in internal
recruitment process and it facilitates in satisfaction of employees and retaining them. Marks &
Spencer applies internal recruitement process by promoting employee or make transfer of employee
from one department to another or from one level of management to another.
Transfer of employees is done in internal recruitemnt process, employee is given different
job profile (Paauwe, and Boon, 2018). This is done to give them variety of work which can
facilitate in bringing innovation and creation and it can even help in future promotions. Promotions
are given to employees in internal recruitment and selection approach. Promotion of employees is
done to appreciate and encourage them by measuring their level of performance. Transfer and
promotions are ways of internal recruitment which facilitate retaining of knowledgable and skilled
person in organisation.
Strengths of internal recruitment:
1. Internal selection and recruitment is easy and cost-effective. It skips steps of advertisement,

arrangement of interviews, selection procedure, administration cost, etc.
2. Marks & Spencer adopts internal selection approach because it motivates and encourages
employees as it gives different working opportunities to employees and they feel their
potential in organisation.
3. Internal recruitment approach benefits in retaining talented and skilled employees in
organisation which can result in effectiveness in business operations and also in
achievement of objectives.
4. Internal recruitment benefits Marks & Spencert to encouraged and motivated employees
who can seek development within organisation and show their best knowledge and skills to
gain appraisal and rewards.
5. Marks & Spencer adopts internal approach as it does not require training and development
of employees as they already know about organisation and its culture.
Weakness of internal recruitment:
1. Internal recruitment blocks the entry of new ideas which comes from new people. Marks &
Spencer adopting internal recruitment process fails to introduce new ideas and fresh ideas.
2. Internal recruitment provides limited choice and does not have large pool of talents and
skills. Marks & Spencer adopting internal approach results in limited choice of employees
for vacant position (Rees, and Smith, eds., 2017).
3. Internal recruitment or promotion can be done through considering facvouritism factors.
Marks & Spencer promotes its favourite employees and ignore the talented ones.
External Selection And Recruitemnt
External recruitment and selection refers to selecting and recruiting people from external
environment of business. Human resource management goes for external recruitemnt bacause it
facilitates new and fresh talented people in organisation who can bring effectiveness in business
operations.
HRM recruits from external environment through printing advertisment in newspapers,
magzines, bill-boards, etc. It also uses various online job sites to call people for interviews for
vacant jobs (Reiche, Harzing, and Tenzer, eds., 2018.). Marks & Spencer calls for walk-in
interviews in which candidates come and give interviews. External recruitemnt is also done through
campus recruitment in which college students are recruited.
Strength of external recruitment:
1. It provides large number of suitable candidates from whic compny can select and recruit the
best ones.
2. Marks & Spencer can hire fresh and talented people through external recruitment process
who can bring innovative ideas and faciliate in achievemnt of goals.

3. External recruitemnt can faciliatate in giving helathy competiton within organisation
between new and current employees of organisation.
4. External recruitemnt results in innovation in business operations through new and fresh
ideas of employees.
Weakness of external recruitemnt:
1. It is very time consuming and costly and contains long process of vacancy announcement,
preparation of interview process and arrangements, etc.
2. Marks & Spencer may get wide number of candidates from which selecting the best
candidate will be a complicated process.
3. Human resource managment may not get accurate and suitable person for a vacant position.
Marks & Spencer can go for both internal and external recruitemnt process as per the requirement
of candidate and circumstances of company.
Benfits of various HRM practices for both employer and employee
HRM aims at managing the human resources of organisation in effective which can bring
positive outcomes and faciliatate growth and development. Various practice and approaches are
adopted by HRM to bring effectiveness in operations and it benefits both employer and employee.
HRM selects and recruits suitable and knowledgable person to fulfil the vacant place. HRM
practices faciliate in selection of best and talented employee for organisation who brings innovation
and creation in business process and results in positive outcomes (Rothenberg, Hull, and Tang,
2017). Marks & Spencer uses various practices while selecting suitable employees and results in
getting suitable candidate who can work towards accomplishment of business objectives.
Various HRM practices are adopted in order to provides training and development to
employees which makes employees motivated and encouraged towards work. Marks & Spencer
aims at motivating employees so that they feel satisfied and retain in business which can faciliate in
lower down of employee turnover and also retaintion of talented employees.
HRM provides various helath insurance and life insurance facilities to employees which
motivates them and also encourage them. HRM practices also aims to maintain flexible spending
accounts, scheme of disabled coverage is also provided in order to motivate employees and it
benefits employees as well.
HRM provides training and development to employees which helps in increasing knowledge
and skills of employees and benefits them, it also facilitates organisation in effectiveness in business
operations. Employees also feel encouraged and learn additional information and develop their
skills.
HRM practices also provides performance appraisal and rewards to employees which

motivates them and they tend to improve more by bringing innovative ideas in order to get
recognised and get appraised and promoted. This benefits Marks & Spencer in getting motivated
and encouraged employees who work towards axchievement of overall objectives of organisation.
HRM practices results in good working environment which facilitate brand image of
organisation and it also results in proper flow of functioning. Good working environment benefits
employees as they feel comfortable and give their best and feel satisfied as well. The overall
objectives are achieved by HRM practices and approaches and benefits Marks & Spencer.
Effectiveness of different HRM practices in terms of increasing productivity and profits
HRM focuses on managing human resources of organisation who brings innovation and
creation in business operations and facilitate in increasing productivity and profits. HRM treats
human resource as the main pillars of organisation and makes the best use of their knowledge and
skills to bring effectivenss in business operations which will ultimately result in achievement of
organisational objectives.
Recruitment and selection is done by HRM which facilitate Marks & Spencer to have
human resources who work towards achivement of goals and objectives. Internal recruitment can
facilitate in reducing advertismemnt cost, administration cost, saves time, etc. It also would also
help Marks & Spencer to hire best and qualified employee who knows organisation and its culture
very well and work towards achivement of goals. But it also limits new and fresh ideas which can
be availble from external recruitment process. External recruitment benefits Marks & Spencer to
hire new talented employees who can come up with innovative ideas and result in effectiveness in
operations and overall objcetives can be achieved. Various HRM practices helps Marks & Spencer
to select the best and suitable selection approach which can facilitate company to bring
effectiveness in opoerations and achieve its objectives and also increase its productivity and profits.
HRM practices adopted by Marks & Spencer benefits in providing training and development
to employees which makes them feel motivated and encouraged towards work and it also amke
them feel satisfied. Training and development programs benefits employees in improving their
skills and knowledge and increase professionalism which can facilitate organisation in bringing
effectiveness in operations. It also facilitates organisation to have encouraged and motivated
employees who work effectively towards achievement of goals and also increses productivity and
profits.
HRM practices also provide performance appraisal to employees which result in satisfied
and encouraged employees. Marks & Spencer monitors and measures performance of employees
and it motivates them. Performance appraisal and reward is given to employees for their increased
level of performance in order to motivate them. This may also demotivate other employees who do

not get any appraisal by HRM, and they tend to feel demotivated towards work and may not
perform their duties well and also feel dissatisfied in their job. HRM should focus on maintaining
work environment in a way that everyone feels motivated and encouraged towards work. HRM
practices adopted by Marks & Spencer should focus on achievement of organizational objectives
and it results in increasing productivity and profits.
TASK 2
Significance of employee relation in respect of influencing Human-resource decision-making
Significance of employee relationship
Employee relation is important key element which drive organisation toward success. Marks
and Spencer is an international retailer company, they provide there products in various form such
as clothing, home & furniture, beauty, food, flowers and gifts etc. In organisation employees
relation is the base of successful business, they build strong human relationship between other
worker and there leader which creates positive environment at work place. Healthy relation impact
on performance, productivity and profitability of firm. Human resource assistant in Marks and
Spencer played an important role in building a strong and effective relationship between workers.
This relation is based on trust and understanding of employees and there supervisor. The functions
of HRM is to solve the issues of there workers and motivate them to work effectively. If the human
resource manager is failed to build relationship between the employee, it may give negative impact
on the growth and performance of the company. Positive and negative outcome affects human
resource management's decision making. Coordination and communication is an effective way to
run business smoothly. Human resource manager of organisation developed policies and rules in
regarding relation between there workers. Making healthy relation with workers is the best way to
achieve success for company. Healthy bonding helps to avoid the implementing changes effectively.
The main motive of Marks and Spencer is provided the best service to people, and also attract
customer toward there products.
 Productivity is the advantage of strong employee relations. It creates healthy environment
in all over the work area. Human resource manager take there decision regarding the
benefits of workers and also address concern about there safety and health. Thus, showing
there concern and motivation, employee work hard for achieving goal in business. Through
using motivational techniques human resource management improve employees work
spirit. All these process increase productivity of organisation and also the profit of business.
 Healthy relationship encourage employees in creating innovative ideas. Human resource
department make changes according to situation and environment in work area. Manager of

Marks and Spencer involved people in making decision for achieving goal and objectives of
the organisation. This process help in running business effectively.
 Strong and healthy relationship avoid all conflicts in company, this is the best way to make
employees happy. Through this decision they work had and give there efforts to achieve
success in goal of organisation.
 Employee loyalty is the advantage of healthy relationship. By creating positive environment
the organisation gain workers loyalty in there work as well as business. It also decreases
employee turn over and attract other people toward the business.
 Employees and employers strong relationship impact on HRM decision related with
training and other changes. By building healthy relation and strong bonding motivate all
staff members and other people who work in Marks and Spencer. Thus, through this process
make worker loyal towards company.
 Good management also help in building strong relationship between the employees and
employers. Motivation by human resource management develop efficiency of hard work, it
also increases productivity and growth of business.
 Delegation of task and work is very important in achieving business objectives. This is the
best opportunity to teach and appoint workers. Strong relationship help communicate with
employees effectively. Human resource management also manage the work of their workers
and support them through motivating. Thus, all these process of decision-making
employees relationship is played an important part for human resource manager and also to
there organisation.
Employee relations management
ERM is a system which gathers all the information about the company and its workers
relationship. This process will focus on employee collaborative activity which is very necessary to
build healthy environment around the work areas.
Identifying the key elements of employment legislation and the effect it has upon human resource
management decision-making
Key elements of employee legislation and their impact on Human resource manager
decision-making: Legislation define the employee law system and making rules and policies for
there protection. This process is governs the duties and rights between employees and employers.
They make rules for workers safety reasons and also treat them fairly in organisation. There are

various types of employment legislation that are necessary to follow by each organisation. All these
process of laws impact on human-resource manager practices of Mark and Spencer.
 Healthy and safety act: this act defines that all organisation should maintain healthy and
safety environment at work area. They should provide better safety tools to there workers.
This act impact on HRM decision process because they offer there the best insurance
policies and also completed all the document regarding this work process. Human-resource
manager of Marks and Spencer provide training and development session for there
employees to get them ready for protecting themselves in any risky situation of work
activity.
 Equality act 2011: This is the second legislation, that explain the whole stage of employees
equality. This law defines the duties of employer toward there employees. They should treat
all workers equally. They can not divide there salary on the bases of age and gender of
workers. Human resource manager in company make sure that in workplace there are no
politics in making decision. The function of this department is to provide equal
opportunities of growth through motivation and support at workplace by human-resource
manager. They also focused on there basic needs and satisfaction of work. They provide
equal insurance policies to there workers.
 Employment protection act: the work of this act is to make proper structure of salary and
explain the clear concept of policies, work hours and other. The manager of Marks and
Spencer company should make changes in salary process. They also reflect concern about
the employees' protection.
 Data protection is very important issue for any other organisation. The duty of HRM is to
create rules for safety regarding all essential information of there business. They should
never discussed the details of there workers with some other person because it effects on
there safety process. Anti discrimination act is also very important at workplace of the
organisation. Human resource follow all the guidelines of employees law and legislation.
Employee legislation
It is a law that made by the government for the workers who play their important role in the
organisations. This will provide employees rights of leaving and also for the rights of doing their
jobs in work areas. It will also include this health and safety rules which company has to focused on
it.

Illustrate the application of Human resource management practices in work-related context
Application of human resource management practices: The main motive of Marks and
Spencer is to increase there employee skilled in growth of business for long time duration. There
are some application of human-resource management practices. Training and development, this is
the most important practice of HRM. Company give training to workers and all the staff members
to improve there knowledge and skills. It organises training session after the job hours for make
them work harder and effectively. This process helps the organisation to make profit in business and
also for the growth of employees. This is the best way to motivate them and support them in there
work. Communication is the way to get interact people and make them comfortable in workplace.
Specification of Job: In this document all details related to person who need job are mention such
as information about there education, skills, behaviour, experience which is required for the current
job role. Human resource manager in Marks and Spencer describe job description properly to attract
talented peoples.
Job specification
Assistant human resource manger
Marks and Spencer
Job purpose: to support HRM group in performing effective result. The other purpose is to help the
senior authority in maintaining and update the record of workers. The main motive of this job is
manage team and business plan of human resource department.
Roles and responsibilities:
 keep workers information
 Place job advertising
 Make smooth and impressive communication between the employee and management.
 Interviews management and contact candidates
Education :
 M.B.A or master's in business administration in HRM
Qualities and skills:
 Energetic in work area
 Great communication skills
 Leadership qualities

 All the knowledge of human resource management
 Basic computer knowledge
 knowledge of software
Experience:
 Minimum three years experience of working.
JOB ADVERTISEMENT
HUMAN RESOURCES MANAGER
RESPONSIBILITIES:
 keep workers information
 Make smooth and impressive communication between the employee and management.
 Motivate employees and build relationship.
 Maintaining par rolls of employees.
REQUIREMENTS:
 Good communication skills.
 Good technical knowledge.
 Proper knowledge human resources' management.
Email your CV at the management office of Marks and Spencer
Contact No: 9658231555
Thus, after screening process, company goes to the next level which is recruiting, according
to this process Human resource management asked some questions about their profession and
education level. Then they make their interview which has the last stage of screening. This process
help company to know more about the candidates and gather informations relate with its capabilities
of work performance.

CONCLUSION
On the basis of the evaluation that is been carried out above, this can be concluded that the
HRM functions and operations plays a very deep and crucial role in the handling of the different
human resource operations. Purpose and function of HRM and its function in skill developmnet is
been analysed. Strength and weaknesses of different HRM approaches and benefits of HRM
practices is been evaluated. Besides this a job advertisement of HR manager and various legal
measures that impacts the HRM decision making is been discussed. Other than this, the
establishment of an effective employee relationship on application of HRM functions and its impact
on influencing the decision making is been evaluated for having a good understanding of various
work force management operations.

Online:
Internal source of recruitment. 2016.[Online]. Available through <
https://businessjargons.com/internal-sources-recruitment.html>.