Purpose and Functions of HRM in Marks and Spencer

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
LO1..................................................................................................................................................3
P1- Purpose and functions of HRM ............................................................................................3
M1- Functions of HRM ..............................................................................................................4
P2- Recruitment and Selection ....................................................................................................4
M2- Strengths and Weakness of selection approaches ...............................................................5
D1- Critical analysis of different approaches .............................................................................5
LO2..................................................................................................................................................6
P3- Different HRMAM practices ................................................................................................6
P4- HRM practice increasing profitability...................................................................................7
M4 Different methods in HRM practices-...................................................................................7
D2- Critical analysis of HRM practices ......................................................................................7
LO3..................................................................................................................................................7
P5- Impact of employee relation on HRM decision-making.......................................................7
P6- Impact of employee legislation on decision-making of HRM..............................................9
M4- Key aspects of employee relationship................................................................................10
LO4................................................................................................................................................10
P7- Implementation of HRM practices......................................................................................10
CONCLUSION..............................................................................................................................12
REFERENCES................................................................................................................................1

INTRODUCTION
Human resource management refers to art of managing employees of company to achieve
and thrive for better performance. It is strategic approach to efficient management of employees
such that it helps business to gain competitive advantage and winning in marketplace
(Ahammad, Glaister, Gomes, 2020). Marks and Spencer is multinational retailer based out of
UK that specialises in selling home, clothing and food products mostly under its own label. The
company is listed in London stock exchange which was being founded in year 1884 by Michael
Marks and Thomos Spencer which has around 1000 stores in UK Currently. Present report will
brief on purpose and scope of Human resource management , effectiveness of key elements of
HRM in an organisation, various internal and external factors that affect Human resource
management decision-making, with inclusion of employment legislation and will help in
assessing how human resource management in applied in a work-related context.
MAIN BODY
LO1
P1- Purpose and functions of HRM
HRM refers to process of recruiting, selecting, inducting people, imparting training and
development with compliance to various laws and regulations to achieve goals of company.
Purpose of HRM is to manage the numerous needs of employees of company, where its
main purpose is with the coordination of organisations employees to achieve common desired
business objectives. Its main purpose lies in maintaining satisfaction of employees. Its purpose
is to provide training to employees which can helps its employees to perform task in Marks and
Spencer more prominently and effectively (Siam, Alhaderi, 2019.).
Some primary functions of HRM at Marks and Spencer includes job design and job
analysis which includes process of designing duties, operations and responsibilities of job. It
includes describing job requirements which includes experiences, skill and qualification to hire
right employee at be part of workforce planning, it includes hiring and selection where
recruitment is primary functions of HRM which aims to take and retain qualified employees to
achieve goals and target of company (Keegan, 2018). It includes training and development which
ensures development of candidate in right direction and on which overall success of company

depends and includes function such as employee performance management, compensation/
rewarding employee’s and various others.
Best fit approach refers to the contingency approach which states that HR strategies
depends upon the situations which picks upon the most effective policies and procedure that
matches up with the situation whereas Best practice is universal approach that states company
adopts to certain activities which are universally being supported in achieving goals of company
regardless of situations which are dynamic in nature (Pudil, 2018).
Workforce planing refers to the process of analysing current workforce, determining
future needs of workforce, by identifying gap between present and future and finding solution to
reach common goals.
Hard model of HRM refers to traditional approach which includes approaches such as
Lower wages, little to no empowerment of employees, following old fashioned style of
leadership and others whereas soft model of is modern approach that features employees as
important resource which accounts to employees empowerment and well being.
M1- Functions of HRM
Various other function of HRM in Marks and Spencer includes managerial relations which
includes acting as agent to maintain relationship between employer and employee's of company
which determines how the work is to be done in given period and how to mobilise workforce to
achieve goals of Marks and Spencer (Ahammad, 2017).
P2- Recruitment and Selection
Recruitment refers to process of identifying, interviewing, selecting, attracting, on
boarding and hiring employees. In layman language it is process of identifying and staffing
people at Workplace. Selection refers to short-listing candidates from pool of applicants who
possess necessary skills and qualification that supports filling up vacancies in Marks and
Spencer. There are two approaches to recruitment – Internal and External recruitment
Internal recruitment is filling up vacancies from within existing employees of company
which can be by shifting of promoting role of existing employees. External recruitment refers to
looking outside from pool of candidates who possess relevant skills and qualification to fill up
vacancies in an organisation. It refers to recruitment of individual who have applied from outside
for the job vacancy in the company (Rozario, Venkatraman, Abbas, 2019).
Strengths and Weaknesses of internal recruitment