Human Resource Management Report

This report analyzes the role of Human Resource Management (HRM) in Mark & Spencer, a leading multinational retailer. It explores the purpose and functions of HRM, analyzes the strengths and weaknesses of different recruitment and selection approaches, and evaluates the benefits and effectiveness of various HRM practices. The report also discusses the importance of employee relations in influencing HRM decision-making and identifies key elements of employee legislation and their impact on HRM decisions. Finally, it provides examples of job descriptions, personal specifications, CVs, and job offer letters to illustrate the application of HRM practices in a real-world scenario.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
LO 1.................................................................................................................................................3
P 1 Purpose and different functions of HRM..............................................................................3
P 2 strength and weakness of different approaches of recruitment and selection.......................4
LO 2.................................................................................................................................................6
P 3 Benefits of different HRM practices.....................................................................................6
P 4 Effectiveness of different HRM practices.............................................................................7
LO 3.................................................................................................................................................8
P 5 Importance of employee relations in respect to influence HRM decision making...............8
P 6 Key element of employee legislation and impact on decision making of HRM .................9
LO 4.................................................................................................................................................9
P 7 Application of HRM practices .............................................................................................9
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource management can be refer as the method of selection, hiring the right
employee for the organisation, help to provide training and development program to their
employees, orientation, create the strategies to maintain the relationship in the organisation with
the trade unions, motivate their employees by giving them rewards, bonus and other benefits,
ensure the proper employee safety, health ans welfare with labour laws, all these methods or
process can be said as the human resource management. This study of the HRM is based on the
Mark & Spencer group plc, which is the multinational retail company that deal and selling high
quality products like clothing, home products and food products as well. Headquarter of the
company is in Westminster, London.
This report of the human resource management will include the functions of the HRM
and mission statement of the company. This will explain the strength and weakness of different
approaches of recruitment and selection. This file will further describe the different practices of
HRM that is beneficial for both employee and employers. Further more effectiveness of HRM in
term of raining productivity and profit of organisation will also be evaluated. And the employee
relation to influence the HRM decision making will also be included. This will identify the key
elements of the employment legislation and the impact. Also the application of HRM practices
will be included.
LO 1
P 1 Purpose and different functions of HRM
Mark & Spencer is the British multinational retail and financial service organisation. It is
the leading retailer of foods, clothing, home products and other financial services.
Mission statement of the Mark & Spencer is to reflect the business organisation is and
what are the key purpose of the company. Its mission is to create inspirational quality which is
accessible to others (Stewart and Brown, 2019).
Purpose of HRM
 One of the main purpose of HRM is that it Helps to maintain adequate employee
inventory and manage the workforce planning in the company.
 Create employee benefit scheme is also one of the purpose of the HRM of Marks and
Spencer, to ensure and protect the rights of the employees of organisation.

 Another purpose of the HRM of mark and Spencer is to make sure the proper
productivity in the organization regarding to employees and products.
 The help to provide training to their employees is also the purpose of the HRM of Mark
and Spencer, in order to enhance their skills regarding to their job role.
 Also help to maintain the ethical values and behaviour among the employees and also
outside and within Mark & Spencer organisation.
Scope of HRM
Personal or labour aspects
Scope of HRM of Mark & Spencer is to planning, promotion, transfer, incentives and
productivity, recruitment and selection and many more.
Welfare aspects
The provide the employees of Mark & Spencer housing, canteen, education, medical
assistance, health and safety and etc.
Industrial relation aspects
Collective bargaining, settlement of disputes, grievance & disciplinary action, union
management relation and etc.
Human resource management of the Mark & Spencer, have their different functions to
perform in the organisation in order to gain maximum productivity and to smooth running
operation of the Mark & Spencer. These functions are:
Managerial Functions:
Planning – This on of the basic function of HRM of mark & Spencer. In this HR of the company
plan strategies as according to the company target. And this help to further operation like
analysis, identification ad many more (Hadler and Carter, 2018).
Organising – This is another function of HRM, in this they organise task to their employees of
the Mark & Spencer and also helps to organise different activities to motivate the employees.
Directing – Another main role of the HRM is that they direct the employees and leaders towards
to achieve the goal of the Mark & Spencer.
Controlling – HRM of the Mark & Spencer, evaluate and monitor all the operation and activities
of the employees at different level and then control their operation activity toward to obtain the
goals.
Operative Functions:

Recruitment – This is the core function of the HRM of the Mark & Spencer, to hire or recruit the
employees of the company, so that they can help to achieve the goal (Banfield, Kay and Royles,
2018).
Job analysis and design – Other operative function is to analyse the job requirement in the Mark
& Spencer and as according to the vacant post, they design the job to hire the best candidate.
Training and development – HRM of the Mark & Spencer, provide the best training and
development program to their employees ion order to improve their skills which suited to their
job role.
Performance appraisal – HRM of the Mark & Spencer, analyse and check the performance of
each and every employee on some period, and according their performance the appraise them,
promote them, and also give rewards. This help the employees of Mark & Spencer to motivate
them and can increase their productivity.
P 2 strength and weakness of different approaches of recruitment and selection
Recruitment is the process of creating jobs for the number of employees. It is the process
of attracting and finding the number of resources and candidate that can fill the vacant post in the
Mark & Spencer. This include the internal and external process of recruitment.
Objective of recruitment
 Objective is to make sure that all the recruitment activities help to achieving organisation
goal.
 HRM of Mark & Spencer use fair method and also able to illustrate the the method is fair
to all.
Internal Recruitment
Promotion – This is the internal recruitment in which HRM of the Mark & Spencer, promote the
internal employee on the basis of their performance, from the lower level to the upper level to fill
the vacant post in the company (Boon and et.al., 2018).
Strength
 Promotion helps the Marks and Spencer to get the skilled employees from internally, who
have all the knowledge about the company. Company do not have to trained them.
weakness

 Marks and spencer will restrict their skill by this promotion. If company have skilled
employee then they do not to suffer from loss.
Transfer – This also the inter recruitment, in which HRM of Mark & Spencer, sent their inter
employees to one place, office, city or country to the another place to fill the vacant post in the
Mark & Spencer.
Strength
 This help the employees and Mark & Spencer, increase the morale of the employees and
also help in retention of the employees, they see that there is large room for their career.
 It is the less time consuming, and need less paper work to recruit employees internally
only bases of their performance.
Weakness
 This process reduce and eliminate the new talent in the Mark & Spencer company.
 From the internal recruitment, mark and Spencer would not get the new, creative and
innovative ideas and views of fresh talent (Amarakoon, Weerawardena and Verreynne,
2018).
External Recruitment
Media advertisement – This is the most common and popular method to recruit people from the
external world in the Mark & Spencer. HRM of Mark & Spencer uses different methods like
social media, job portals, newspaper and etc.
Strength This give the wide range and opportunities to attract number of employees to HR of mark
and Spencer.
weakness This may create issue and problem of fake employee, as this social media is being used
by many fake people as well.
Campus placement – This method also use by the HRM of the Mark & Spencer, they drive the
campus on different colleges and different educational institutes to hire the employees.
Strength
 Through the external recruitment, marks & Spencer, open a large pool for the applicants
which increase and help of HRM of Marks & Spencer to find right candidate with right
skill for the vacant jib role.

 This also help The HRM to bring fresh and new talent ion the Mark & Spencer company.
Weakness
 Weakness of the external recruitment is that it takes long time to recruit and seethe
number of resumes of the applicants.
 This can also reduce the morale of the applicant by seeing the large number of employees
present and come to be selected (Collings, Wood and Szamosi, 2018).
Selection of employee can be refer as the evaluating and interviewing the candidates for
the specific vacant job in the Mark & Spencer based on some set criteria for the job. There are
different methods in selection.
Interview – The main aim of interview is to eliminate the unqualified candidate, who does not
suited for profile.
Strength
 Employer of the Mark & Spencer get to know candidates personally.
 Interview help to be familiar ad make relation with candidate and motivate them.
Weakness This is time consuming method to meet and deal number of candidate personally.
Selection Test – This include the various test to evaluate the skills and analytical ability of
candidates like aptitude test.
Strength
 Employer and management of Mark & Spencer get to know the skills for the specific job
profile according to their qualification (Berman and et.al., 2019).
Weakness
 It can also be time consuming, to check the results and paper work of number of
candidates.
LO 2
P 3 Benefits of different HRM practices
Human resource management have different practices in the Marks & Spencer company
to perform, in order to obtain the target of the company and also to give the support to their
employees of the Mark & Spencer.

It can be say that it is the planned approach, that help to manage the employees
efficiently to increase the performance of their employees. As the different practices of the HRM
is beneficial for the both employees and employers.
Conflict Management – Human resource management of Mark & Spencer help to resolve the
conflicts in the company by mange them and understand their problems.
This help the employer of the Mark & Spencer to handle their employees and lead them
in order to achieve goal.
This conflict management also give benefit to the employees to maintain and develop the
strong relation in the organisation. So they can help each other in their work (Illeris, 2018).
This will help the company to manage their organisational environment and culture by
resolving the conflict. This will help the mark and Spencer to increase its productivity by doing
the work and coordinate with each other
Training and development – Training and development provided by the HRM of the Mark &
Spencer, this help the company to get skilled employee for their organisation.
This help the employers of the Mark and Spencer and it become easy to guide and direct
them, as they have already get the best training program and have understanding of their job role.
Training and development helps the employees of the Marks & Spencer, to learn new
things and skill from the trainee, that help them to perform their job effectively and can get
promotion and appraisal.
This will help the Mark and Spencer company to get skilled employees in the company
who can contribute alot to achieving the target of the Mark and Spencer company. This also
helps to get better understanding of their job role.
Employee retention – Employee retention is to keep their employee in the company for longer
time, sop that they can help the company to achieve its set target.
This retention practice of the HRM of Mark & Spencer, is that help the employers, that
they do need to guide and direct from the beginning to new employee.
As he HRM of Mark & Spencer, give various benefits, reward and can increase their
salary to keep retain in the organisation. This help to motivate them and employee productivity
also will be increased (Horwitz and Mellahi, 2018).

This retention situation can be overcome when the employer and employee relationship
in the company is healthy, then employee can share all their issues with them and will accept
their decisions willingly.
Recruitment – In this practice, HRM of the Mark & Spencer recruit and select best skilled
candidate for the organisation.
This recruitment by the HRM help the employers, that get the best skilled employees, that
can help them to achieve the task and target within time effectively and the do not need to skilled
training as well.
This will help te company to get large pool of skilled and talented candistaes and this will
give hr managers to ease to choose best employee for their company.
Flexible Working – HRM of Mark & Spencer provide flexible working, it give benefit to
employer as they can easily handle their employees.
It give benefit to their employees as they can easily work according to their flexibility
and and working style.
With the flexible working, employees can manage all their work life and personal life.
They have enough time to their friends and family. Employees get to know that they are
important for the Mark and Spencer company they also give their best.
Payment and reward system – This help the employer to recognise best employee in Mark &
Spencer. And can work accordingly.
This reward help to motivate employees and increase productivity. When employees get
the rewards and if they see that their performance and work is being appreciate then they will
also work harder and productivity will increase.
P 4 Effectiveness of different HRM practices
As the Human resource management of the Mark & Spencer have number of practices,
they have to perform like, training and development, recruitment, retention, conflict management
and many more. These practice of the HRM play great role in order to increase the production
and profit of the Mark & Spencer. These practices are:
Recruitment – As the HRM of the Mark & Spencer, recruit the employees for their organisation
from the different ways, like internal and external recruitment (Berman and et.al., 2019). This
help the management to get the best and fresh employee to their organisation, that are best suited
in vacant position. They give the best creative and innovative ideas to the leaders of the

company, can help them to make effective strategies in order to get the target within time. And
HR only recruit skilled people that can help the management to understand the customers need
and demand of the latest fashion trend of market. This help the company to [produce things
accordingly and increase the productivity.
Retention management – To retain the employees of the Mark & Spencer, HRM of the
company provide the different sources like give hike in salary, rewards and many more. This
help to motivate the employees. And then motivated employees work effectively after getting
motivated. And this will increase thy productivity of the organisation and also help to increase
the profit for the company.
Training and development – Training and development is being provided by the HRM of the
Mark & Spencer, as this help to understand the job role and improve skills of employees. Skilled
employees work effectively, like marketing, promotion, effectively manufacture of the products,
maintain the quality and many more. This will increase the profit of the Mark & Spencer and
increase the productivity.
Conflict management – HRM also play the role to mange the conflicts in the Mark & Spencer
organisation. Like As this is the multinational company which perform and operate around the
world. Therefore employees have different views and culture. This conflict management helps to
create positive and healthy environment in the organisation, and also help to create the strong
bond and relation among employees with different level. Employees work well as a team and
coordinate with each other. This increase the productivity and increased productivity help the
Mark & Spencer to increase profit of organisation (Kim, Su and Wright, 2018).
LO 3
P 5 Importance of employee relations in respect to influence HRM decision making
Employee relation help the Mark & Spencer to create the healthy environment in the
organisation also create the strong bond among the employees and with the upper management
as well. This relation have play great role in decision making of the human resource management
of the Mark & Spencer. Other importance are:
 As the healthy relation among the employees help the human resource management of
the Mark & Spencer to make effective decision regarding them. Human resource of the
company by known to the healthy and positive environment and relation of employees

they can get the easy in decision-making, because employees can easily accept their
decision easily without having any problem. Good relation help an affect the decision of
HR as they get ease in their decision-making process.
 Good and healthy relation of the employee also help in increase the productivity of the
Mark & Spencer company. So human resource can easily make planning to get more
resources in the and technology to provide help and ease in their production (Wood,
2018). Planning decision of the HR is also being affected by the relationship if employees
not willingly accept then they plan will fail he have to make new planning.
 Good healthy relation increase the working efficiency of the employees in different
department, and on the basis of the good performance, human resource management can
get the help to take decision on giving reward, appraise the performance of the employees
and promote the best employee of the Mark & Spencer. This also affect the decision-
making as regarding reward, when employees will not happy with the strategies they will
not work well then reward strategies and decision will affected.
 Relationship of management and employee is being affected by openness, trust and also
the different point of views of employees (Aggerholm and Andersen, 2018).
 This also being affected by the expectation of the two different parties and also by the
rights of time and working time regulation, this help the HRM to set \working hours of
employees as they can work willingly according to time.
P 6 Key element of employee legislation and impact on decision making of HRM
Employment is refer to the laws that related to the employment, within the organisation
where the employees work. And these laws affect the various decision of the human resource
management.
This employment law play great role to ensure and identify that, who can work in the
organisation and who can not. It also set a criteria in which basis HRM of any company set rules,
salary and, benefits of the employees. These laws are:
Fair labour standard Act – This fair labour standard is related to the equal pay, wages, over
time pay, bonus and etc. this law help and affect the human resource management of the Mark &
Spencer to set and plan the salary, wages and reward system of the company for the employees
ion set criteria on according to this law (Holm and Haahr, 2018). If it does not give equal salary
and wages according to job role, this will affect and influence the HRM and the whole company

to reduce market value. If there is no fair treatment is being done then employees may leave the
company then this will affect the whole HR process and their decisions.
Health and safety Act – According to this law, HRM of Mark & Spencer, have to be prepared
and give their employees health and safety facility, when any accident is happen sudden in
organisation while doing work. And this affect the decision of HRM to set healthy measures, and
provide insurance to their employees (Böckerman, Skedinger, and Uusitalo, 2018). if any
employees get injured then the operations of the organisation will stop and production will get
down. This affect the HR decisions to get protect their employees from any injury.
The age discrimination in employment Act – This act influence the decision of the HRM of
Mark & Spencer, that they have to make and set age criteria, like the employees and applicants
who are over age of 40, protect them against from the any discrimination (Oates, 2018).
Diversity and equal opportunities – HRM of Mark & Spencer need to have regulation and
create accordingly, that they give equal opportunities to every employees and do not bad behave
with any employee who belongs to other community or other. If management create the
discrimination in their organisation with their employees then this will affect decision when
employees leave the company. Turnover will increase, hr managers have to make new decision
and plans.
LO 4
P 7 Application of HRM practices
Personal specification helps to show the personal skills and desired of the employee. It is
similar to job description but more specific. This help to describe the knowledge, skills of a
person that necessary for the required job in the company to achieve the task and objective.

Job Description
Position Title : HR Executive
Report to : HR Manager
Full time/Part time : Full Time
HR Executive is responsible for:
 Provide support to executive director
 manage special project and meetings
 Support the different HR manager activities
 Oversees office operation
 Coordinate leadership team meetings
Essential job functions:
 Manage all recruiting and on boarding personnel
 Create and maintain all personnel files
 Process bi-weekly payroll
 Work hand in hand with the leadership team to mange personnel needs and candidate
flow

PERSON SPECIFICATION
Human Resource Manager
Mark & Spencer
Purpose of Job: To assist human resource management department in performing different roles
and practices. Purpose is to identify and test different selection and recruitment methods.
Qualification Essential Desirable
Master of business administration in
Human Resource management
√
Graduate in business management √
Skills Essential Desirable
Interpersonal and communication skill √
Time management skills √
Decision making skills √
Knowledge and Experience Essential Desirable
Technical knowledge √
1 years working in Sainsbury √
Summary:
Prepared by:
Title: Human resource Executive

Example of CV
Name: Johns Charles
Email id: [e-mail]
Date of Birth: 06-13-1996
Contact NO. 5262532
Academic Qualification
 Master of business administration in Human Resource Management.
 Bachelor of business management.
Skills and knowledge
 Interpersonal and communication skills.
 Technical Knowledge in MS office like Word, Excel and power point presentation.
 Decision making and time management skill.
 Problem solving abilities and competencies.
Experience
 1 years working experience in Sainsbury.
 2 months Internship Training in Tesco.
References
Mrs. rick Bolden
Human Resource Manager, Tesco.
Contact No. 5316522

Job offer letter
James Charles
Director
Mark & Spencer
London, UK
Date: 04-06-2019
Jones Charles
London UK
Dear Charles
It is with great delight that I am writing to you offer the position of Human Executive with
Mark & Spencer. Your experience and spirit will be an asset to our organization.
Pleas review attached document your salary, benefits and sign where indicate. We will contact
you once we have received the paperwork as your start date.
We look foreword to welcome you as part of the team of Mark & Spencer.
Regards
James Charles
Director
Mark & Spencer
CONCLUSION
From the above study it has been concluded that the human resource management play
different and number of roles in the Mark & Spencer company in order to meet the need of the
company and to make plan to achieve the target of the company. This also been concluded that,
human resources management perform different function like training and development,
recruitment and selection, performance appraisal to get the best employees in the company and
to evaluate and motivate them toward to complete and achieve the target. Strength and weakness
of different recruitment and selection approach also been analysed, how they help the Mark &
Spencer. From the different practices perform by HRM give number of benefits to their
employees and employers both and also increase the effectiveness of the organisation in order to

raise productivity and profit of Mark & Spencer in he market. Employee relation in the Mark &
Spencer play important role in making the effective decision making of the HRM as the new and
skilled employee can give and suggest new and creative ideas, that help to make decision.

REFERENCES
Books and Journals
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