Benefits of HRM Practices for Employers and Employees

This document discusses the purpose and functions of HRM, the strengths and weaknesses of different approaches to recruitment and selection, and the benefits of HRM practices for both employers and employees. It also covers the impact of legal frameworks and technology on HR practices.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1 ...........................................................................................................................................3
P1 The purpose and functions of HRM .................................................................................3
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection5
TASK 2............................................................................................................................................7
P3 Benefits of Human resource practices within an organisation for both employer and
employee's..............................................................................................................................7
Flexible arrangements............................................................................................................8
P4 Evaluate the effectiveness of different HRM practices ..................................................10
TASK 3..........................................................................................................................................10
P5 Analyse the importance of employee relations in respect to influencing HRM decision
making..................................................................................................................................10
P6 Key elements of employment legislation and its impact on HRM decision-making......11
TASK 4..........................................................................................................................................12
Covered in PPT.....................................................................................................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource management plays a most significant role in the organisation as it ensure
success and enhanced brand image of the company in the marketplace. HRM department within
an organisation conduct various activities like recruitment, selection, training and development
programs, motivational programs and many others. This department is mainly concern for
managing the employees and resources of the business so that they can get best outcomes within
limited period of time. This following assignment is based on the Mark and Spencer which is a
major British multinational retailer which headquarters are situated in Westminster and London.
This file will cover about the functions and activities of HRM along with their purpose of them
and description of labour market and their trends. Along with this, the different method of
recruitment and selection with their strengths and weaknesses also will define in this file. At last,
the impact of employment legislation on the decision-making of HRM also will consider in this
report.
TASK 1
P1 The purpose and functions of HRM
HRM considered as an effective process of recruiting, selecting, training and motivating
employees with the purpose of achieving the organisational goals effectively. It is a never ending
procedure as it is helpful in selecting the best employees within the organisation so that all the
activities can be carried out in an appropriate manner (Al-Refaie, 2015). The scope of HRM is
very high as it undertakes a range of functions within which ensures the success of the business
in marketplace. As M&S is dealing their operations globally due to which HR manager in this
organisation conduct various functions which are as follow:
Functions of HRM :-
 Recruitment and selection: This is the core function of HR department as it refers to the
process of enchanting, evaluating and selecting best employees in the organisation from a
pool of prospective candidates. In this aspect the manager of M&S requires to give their
focus on creating a job description, publishing the vacant position, interviewing, salary
discussion and many others activities so that they can attract various candidates towards
the job and select best one for their firm.

 Training and development :- This is the another crucial function of HR department
which pertains that business organisation like M&S must give their focus on providing
effective training and development programs to their employees so that they skills, talent
and knowledge can be increased and take advantage of it in successfully accomplishing
the organisational goals and objectives (Albrecht and et. al., 2015).
Purpose of the HRM
 The HRM fulfils the staffing needs of the employees.
 It helps in evaluating the performances of the employees and accordingly decides the
compensation for them.
 The identify various benefits which are to be provided to the employees.
The ‘Best Fit’ approach vs ‘Best Practice
These both approaches are seems similar but these are very different from each other as
best fit approach pertains that all the HR strategies and methods must be aligned with
organisational strategies. In other words, it says that it is essential for an organisation to take
assurance that all the strategies are suitable in every situation, culture and operational process so
that they can accomplish the needs of the organisation as well as employees. Whereas, the best
practice approach says that certain set of activities are existing which universally support the
organisation in attaining competitive benefits regardless of organisational setting.
Hard and soft models
HRM considered as an effective concept which contains to distinct forms within like hard
and soft models. In this, hard HRM is that in which an organisation consider the employees same
as other resources like machinery and building. Whereas, in the soft HRM model employees are
considered as the most crucial part of the organisation and a main source of gaining competitive
advantage. In case of M&S, they must give their emphasis on soft HRM as it have positive
impact on employees which enables them in attaining the higher support and contribution of
employees in achieving the goals and targets (Daley, 2012).
Define labour market and their types
A labour market is the place where employer and workers make an interaction with each
other in which employers concern for employing for best candidates and workers focus on
gaining higher satisfaction. There are three types of labour market like physical and metal labour,
skilled and unskilled labour and productive and unproductive labour.

As in the present world labour market changes drastically which makes it essential for
the organisation like M&S to operate all their activities and provide facilities to their employees
as per the current market trends so that their satisfaction can be taken into higher position. For
this, they can consider various labour market trends like ageing population, more
opportunities, data, wages information by occupation, forecast, labour market information etc.
As by considering all these trends M&S can enhance operate all their activities which will direct
lead positive impact on employees mind which results higher turnover of the company as well
high retention of employees in the organisation. Along with this, in order to provide the best
satisfaction to employees M&S must taken into consideration PESTEL analysis as it will give
them information about the external environment like political, social, technological etc. and
how they can impact on the organisation (Hecklau and et. al., 2016).
Impact of legal frameworks and advancement in technology on HR practices
HR practices are those which are undertaken by an organisation for providing the best
satisfaction to the employees. These includes safe working environment, highlight performer,
fair evaluation etc. All these are hugely affected by the legal frameworks and technology. Like
while implying these practices M&S must consider all the rules and regulations of employment
legislation so that non-compliance can not be created. Other, advancement in technology changes
the way HR department connect with their employees, evaluate their performance and store their
data. By operating all their practices as per the updated technology they can provide higher
satisfaction to their employees which will results maximising the benefits and minimise the
issues.
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection
These both are the most crucial function of the HR department in which recruitment
refers to a process of finding potential candidates and stimulating them applying for the vacant
position. Whereas, selection depicts to the activities of HR manager in order to select most
suitable candidates for the organisation from a range of applicants. In this aspect, various
methods are given which can be utilised by M&S to select best candidates in their organisation.
Methods of recruitment:
There are two types of methods of recruitment includes external and internal where
external is the process in which candidates are recruit from outside the organisation. Whereas,

internal recruitment focus on recruiting the existing employees of the firm. In this regard various
sources can be utilised which are given beneath:
Job analysis: It is considered as a process which is taken into consideration to analyse
the details about a particular job duties and requirements. In this aspect, an organisation has to
prepare a job description which helps them to determine roles and responsibilities of a specific
job. They also prepare person specification in which they define all the skills, knowledge,
experience of a candidate which required to possess in order to perform a job. Along with this
they also consider Competency frameworks which contains a structure that set out and describe
each individual competency which required to have in terms to be a part of an organisation
(Kehoe and Wright, 2013).
Methods of Selection:
For appointing the best candidates within the organisation manager of M&S can use
various resources which are given beneath:
Assessment test: This is an effective method of selecting the best employees which can
be adopted by HR manager of M&S as with the help of this they can determine the capabilities
of a candidate of English comprehension and maths solving power. This methods contains some
strengthens and weaknesses within which given below:
Strength Weaknesses
 It will help the management of M&S in
identifying the abilities of a candidate
to perform a specific task.
 The major weakness of this is it only
focus on English and maths skills and
not give their emphasis on other skill
and knowledge of a person.
Interview: It is a formal selection and in-depth conversation method in which
interviewee ask various questions from the interviewer to ascertain their capabilities and skills to
perform the job role. This method have some strengths and weaknesses which are as follow:
Strength Weaknesses
 It is the most important significant of
interview that interviewer can change
the questions as per the requirements.
 The responsor of interviewing can
manipulate the questions due to which
interviewer will not able to get the

proper information about their skills
and knowledge.
From the above both methods, M&S must consider the interview method for selecting
best candidate as it is more reliable and valid for the organisation as it will help them in attaining
more in-depth information about skills, knowledge and capabilities of a candidate to carry out all
the activities of the organisation (Martínez-Jurado and Moyano-Fuentes, 2014).
On-boarding and induction
These are considered as a process of introducing new employee with the organisational
culture, expectations and environment. It is necessary for the management of M&S organisation
to give their huge contribution in making the induction process effective. There are various
factors which are creating issues in successfully conducting induction program ans socialising
the employees like not utilising digital support, getting lost in details, an impersonal induction
experience and many others which create various hurdles to provide effective introduction to the
new employees about company which results negative impact on employees about company.
TASK 2
P3 Benefits of Human resource practices within an organisation for both employer and
employee's
HRM practices contains several process and actions within which helps the M&S in
carrying all their activities in an appropriate way. Consideration of different HRM practices like
hiring right people, conduct training programs, providing security etc. are essential in order to
perform in a well manner. HRM practices have huge significance for the both employer and
employees which can be ascertained by following points:
Learning, development and training: This practice of HRM have huge significance in
the organisation in which development is continuous process whereas training is a short terms
which is required to conduct by the management so that employees can remain familiar that
which needs they required to perform a job (Ng and Parry, 2016).Training needs analysis is an
essential process in order to determining the gap between the need of training and employee
training. Training contains various types like job instruction training, induction training,
refresher training etc. from which M&S can use as per their requirements. An effective training
programs provide benefit to the both employer and employee:

HRM Practices Employer's Employees
Learning, development and
training
By providing effective training
to the employees organisation
can take advantage of the
enhanced skills and knowledge
of employees in the production
activities which results higher
productivity and profitability.
With the help of this an
employee can enhance their
skills and talent that helps
them to perform their job more
effectively which enables them
to attain higher position in the
business in a short period of
time.
Flexible arrangements:
It is refers to the system in which an organisation can easily adopt and respond rapidly
towards the changes in its external environment so that they can gain competitive advantage and
increase their sustainability. Also, it pertains flexibility in working hours of the employees so
that they can perform their job according to their suitability. Organisation like M&S needs to
consider flexibility in every aspect like numerical, structural and functional. In this aspect, they
can use Atkinson's Flexible-Firm Model which is a managerial and organisational technique that
is used to determine the appropriate allocation of resources as per the flexibility of workforce
and instability of market. Benefits of flexible organisation for the employer and employees:
HRM Practices Employer's Employees
Flexible arrangements By considering flexible factors
in the organisation, business
activities can be operate as per
the current market which
increase the chances of their
succession and growth in
marketplace.
As by rendering scheduling
work employees also can get
various benefits such as higher
satisfaction, less tension, finer
health and work-life balance.

Performance and rewards: This refers to regulate an effective pay and performance
program within the organisation. In order enhance the motivation of employees it is essential for
M&S to recognise their employees performance and give them rewards accordingly. In this
aspect, two types of rewards methods are existing like intrinsic which includes feedbacks and
acknowledgement other, extrinsic includes bonuses, gifts and promotion. In terms to give
rewards to right employee M&S must focus on adopting some monitoring employees
performance methods like random quality check, watch employees work, client survey and many
more. This have benefit to the both employer and employee which are given below:
HRM Practices Employer's Employees
Performance and rewards It will allow the employer in
attaining the higher attention
and interest of employees
towards achieving the
organisational goals and
objectives which direct
positive impact on brand
image and sustainability of
organisation.
It will increase the satisfaction,
loyalty, happiness and
retention of employees within
the organisation.
Job and workplace design: These both terms are different from each other as work
place design is related to the structure, culture, processor of the organisation whereas job design
refers to the administrative changes which will help in improving working conditions (Noe and
et. al., 2017). Moreover, it define the body of knowledge which have given focus on analysing
the work methods which are utilising in performing a job and standardisation of planned work
methods. In order to make an appropriate design of the job an organisation can use various
techniques like work simplification, job rotation, job enrichment and job enlargement.
HRM Practices Employer's Employees
Job and workplace design This will enables the It will enhance the motivation

organisation in attracting a
range of candidates towards
their organisation who can
adopt any kind of modification
as per the market trends.
or encouragement of
employees towards giving the
best contribution in achieving
the organisational goals ad
objectives.
P4 Evaluate the effectiveness of different HRM practices
All the above define HRM practices are very helpful for the M&S as it will direct lead
the positive impact on the productivity and profitability of the organisation. The effectiveness of
these practices is remarkable as it is related to the employees empowerment, training and
development, appraisal system and many other which plays a crucial role in attaining their
desired outcomes and retain the employees for a longer period of time. Therefore, by effectively
considering these practices in the organisation HR manager of M&S can increase the motivation
of employees in giving their best outcomes in so that productivity and profitability of the
business can be raised and the leading position for the organisation can be attained.
TASK 3
P5 Analyse the importance of employee relations in respect to influencing HRM decision
making
Employee relations: It is refers to the efforts of an organisation to make an effective
relationship with their employees. In order to provide higher satisfaction to the employees it is
essential for the organisation to make effective relationship with their workers. An organisation
which has good employees relationship able to provide fair and conformable treatment to their
employees which enables them in attaining higher attention and loyalty of them towards the
business. It is same applied to M&S, that they must focus on managing healthy relationship with
their workers so that they can motivated them to give their best efforts in attaining business goals
and solving all issues (Pindek, Kessler and Spector, 2017).In this aspect, they can use various
employee relations and engagement strategies such as involve team in decision-making,
maintain transparency, communicate company mission and vision, offer development
opportunities, promote work life balance and many others. These all will helps them in making

healthy and positive relationship with their employees. Here are define some of the points which
will describe the importance of employee relationship in influencing HRM decision-making:
 The HR manager of M&S needs to make effective decision to include all their employees
in decision-making process so that proper flow of ideas and information can be
maintained. It will enhance the motivation and retention of employees within the
organization.
 By making an effective relationship with employees management of M&S can also
ascertain the demand and needs of employees which enables them to take all the
decisions accordingly. This will help them in attaining higher support of employees in
accomplishing all the activities with best efforts.
 The HR manager of M&S also make decision regards to develop decentralization method
as it will increase the communication between the employer and employee which will
results maximum satisfaction of employees and decrements of conflicts.
P6 Key elements of employment legislation and its impact on HRM decision-making.
Employee relations and the law: In order to make an effective relation with employees it
is essential for M&S to consider the employment legislations in their operations. Employment
legislation is mainly focus on protecting the rights of the both employers and employees. The
main purpose of employment law is to prevent the employees from any kind of misbehaviour
from the employer within the organisation. This law provide specific guidelines to the
organisation that how they required to behave with the employees so that their rights will not be
hampered. As M&S is operating their business at global level by offering a range of products and
services in the marketplace which makes it essential for them to consider employment legislation
in their organisation. Here are defining some laws of employment legislations:
Employment law: This law define the interrelationship between employer and employee
along with their rights and duties. The main aim behind formulating this law is to appoint perfect
employees in the organization and prevent for any unfair treatment. HR manager of M&S must
give their emphasis on this law as it will enables them in taking all the activities like recruitment
effectively (Renwick, Redman and Maguire, 2013).
Health and safety at workplace, 1974: It describes all the norms and regulations which
needs to be followed by M&S. These rules include safe and healthy working environment, safe
equipment, proper lights, safe passageways etc. It is essential for management of M&S to

consider these rules otherwise a lawsuit will be applied against them. By following this law
M&S can avoid any kind of miss-happening and accidents from their organization which will
help them in increasing their employees motivation as well as brand image.
Equality act (2010): The main purpose of this law is to provide equal treatment to each
employees so that any kind of discrimination can not take place. As M&S is listed in one of the
well known organization due to which it is necessary for them to consider this law so that they
can enhance the motivation and satisfaction of employees and also can increase the chances of
their succession and growth (Stone and et. al., 2015).
Hence, the consideration of all these rules are essential in terms to make ethic working
environment and accomplish all the social responsibilities.
Internal and external factors of the organization:
Various factors are available which have great impact on the decision-making of the
business organization.
Internal factors: These are the factors which are occurring within the organization.
Trade unions: It refers to that unions who are working for employees welfare. The main
purpose of these unions is to look into the resentment of humorist and present a corporate voice
in front of the administration. In order to prevent themselves from the negative impact of these
M&S needs make effective decisions related to provide fair treatment to employees.
Workplace representation: It is known as employees representation which define the
right of employees in front of the management on the basis of which decision making of
management get influenced as they put forwards various condition related to wages, hours and
working conditions.
External factors:
Collective agreements: This is made between the employer and unions which contains
various terms and conditions of employment which needs to be followed by M&S in order to
reduce the negative impact on their decision-making related to operate decision-making
effectively (Wood and et. al., 2012).
TASK 4
Covered in PPT.

CONCLUSION
From the above file, it can be concluded that human resource management is one of the
most crucial department of the organisation because only they are responsible for appointing best
candidates within the organisation for attaining the goals of the business. If company wants to
attain higher success and perform better then they needs to consider all the HRM practices within
their organisation as it will help them in increase the motivation and encouragement of
employees which enables them to carry out all the operations in a significant manner. Along with
this, in order to create an effective brand image in the marketplace consideration of employees
relationship management techniques and employment legislation are essential so that all the
success of the business can be ensured.

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