Human Resource Management Decision Making

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation..........................................................................................................1
P2.Explain the strengths and weaknesses of different approaches to recruitment and selection.
.....................................................................................................................................................3
TASK 2............................................................................................................................................4
P3.Different HRM practices in an organisation which can help employees as well as
employers....................................................................................................................................4
P4.Different HRM practices that help an organisation to increase in profit and productivity...5
TASK 3............................................................................................................................................6
P5 Analyse the importance of employee relations in respect to influencing HRM decision
making.........................................................................................................................................6
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision making..........................................................................................................................7
TASK 4............................................................................................................................................8
P7.Illustrate the application of HRM practices in a work-related context, using specific
examples......................................................................................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management also known as HRM is the practice of organising and
managing people within a business concern. Main aim of human resource management is to
enhance skills and expertise of individuals which further helps in ensuring effective business
practices in a company. This is a quite strategic approach which provides a competitive
advantage to firms and also helps in maximising profits as well (Noe and et. al., 2017). This
report has been framed based on Marks and Spencer which is UK based multinational retail
business entity founded in the year 1884. Marks and Spencer operates in clothing as well as food
and home products as well. This report further encloses various elements such as purpose and
function of HRM practices along with strengths and weaknesses of various recruitment and
selection approaches as well. Also this report studies benefits of employees and employers with a
significance in relation to employee relations.
TASK 1
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation.
Human resource management is a practices of hiring, and motivation of an employee in
an organisation. It helps an employee for doing work effectively and efficiently for achieving
organisational goal. Human resource management main purpose is to optimum utilisation of
resources.
FUNCTIONS OF HRM
Recruitment and selection: In an organisation the main purpose of HR manager is
recruitment and selection. Recruitment is a process of attracting and hiring a suitable candidates
for an vacant position of an organisation. Whereas selection is a process of choosing or
identifying aright person for filling up the vacant position in an organisation. In context of M&S
company they placed or hiring a right person for the right job. It includes online questionnaire
and telephonic interview for recruitment process.
Training and Development: In human resource management training and development
in a very important function (Cascio, 2015). In training the main role of HR trainer is to give and
enhance employees knowledge and skills for performing their task of job very effectively and
efficiently. some organisation prefer development programmes which helps an employee for
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high level of responsibilities in an organisation. In context of M&S they provide training and
development programmes to their staff which helps them to performing task very effectively and
efficiently.
Performance appraisal: The main role and purpose of performance appraisal is to
monitoring or evaluating a performance of an employee in an organisation. In context of M&S, it
measuring actual performance of an employee with their standard performance which helps in
identifying the gaps in their performance (Wright, 2018).
Purpose of HRM: Main aim or purpose of HRM practices is to enhance skills and
capabilities of employees which further help in timely achievement of goals and objectives as
well. This further helps in developing a stable and healthy brand image of the company along
with effective relationship building between employees. Hence in this context, HR manager of
Marks and Spencer will need to develop goals and objectives for their company. These goals can
be both long term as well as short term which includes high sales volume and labour
requirements as well. Long term goals include framing strategies and policies that help in
business and its growth. The two main approaches of HRM functions has been stated as under:
Hard approach – Hard approach of human resource management focusses on developing
a more effective and efficient workforce. Decision making in this case generally lies in the hands
of senior managers whose main aim is to increase productivity of business concerns. Marks and
Spencer does not consider this approach as they believe on treating employees as their resources.
Soft approach – It is a behavioural approach of human resource management which
focusses on human aspects which helps in treating employees as assets or resources. Managers
in this approach focus on skill enhancement of their employees along with developing their
expertise level as well. Marks and Spencer treats its employees in such a way that they are more
important (Bratton and Gold, 2017). Also they adopt planning and promoting strategies that
helps in organisational and as well as personal growth of employees.
Soft approach should be considered by managers of Marks and Spencer so as to develop
effective communication between employees as well as employers which help in effective
communication. Also it will help in resolving issues and conflicts.
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