Human Resource Management INTRODUCTION 3
Added on 2021-01-03
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Human ResourceManagement
Table of ContentsINTRODUCTION...........................................................................................................................3Task 1...............................................................................................................................................3P1 Purpose and functions of Human Resource Management................................................3P2 Strengths and weaknesses of different approaches to recruitment and selection method.5Task 2...............................................................................................................................................9P3 Benefits of different HRM practices within an organisation for both employers andemployees...............................................................................................................................9P4 Effectiveness of different HRM practices in terms of raising organisational profit andproductivity...........................................................................................................................12TASK 3..........................................................................................................................................13P5 The importance of employee relations in respect to influence HRM decision makingprocesses...............................................................................................................................13P6 Key elements of employment legislation and its impact on decision making processes ofHRM.....................................................................................................................................15TASK 4..........................................................................................................................................17P7 Application of HRM practices in a work-related context ..............................................17CONCLUSION..............................................................................................................................19REFERENCES..............................................................................................................................20
INTRODUCTIONHuman resource management is considered as main function of a company that helps inbringing a talented pool of workplace. It helps other departments in getting eligible employeesfor performing their tasks more efficiently. The main purpose of HRM in an organisation is toenhance the productivity of business by optimizing human resources and gaining their support inachievement of business objectives (ALDamoe, Yazam and Ahmid, 2012). This presentassignment is going to evaluate the role and responsibilities of human resource management of acompany. For this purpose, Marks and Spencer has been chosen that operates its business inmany countries and offer a wide range of trendy clothes. Due to presence of high competition inretail market, its HR managers perform various activities to gain retention of talented workers. Inthis regard, present report mainly focuses on practices performed by this department to increaseproductivity of business. For this purpose, application of HR practices also explained briefly.Task 1P1 Purpose and functions of Human Resource Management.Human resource management of an organisation can be defined as approach that aid inmanaging and developing the workplace, as per requirement of business. It helps a firm to hireand retain talented workforce for longer period in order to gain high competitive advantages. Incontext with Marks and Spencer, it mainly seeks to establish itself as an inspirational qualitywhich is accessible to others. Purpose of HRM:To maintain high morale: One of the main purpose of HRM in Marks and Spencer is toencourage and motivate their employees on regular basis. For this, managers of thecompany should provide benefits, perks, promotions to their potential workers. To arrange adequate human resources: HR manager has the responsibility to fulfill thegap between standard and actual workforce (Alfes and et. al., 2013). Managers of Marksand Spencer examine the requirement as well as overflow of employees on regular basis.If there is surplus, they need to remove them and if there is deficit they should hire moreemployees in order to fulfill their objectives. Functions of Human resource management:
Managerial functions: It includes planning, directing,controlling, staffing andcommanding the staff members. Managers of Marks and Spencer use this function in theirorganisation. Planning: It refers to the function used by HR manager of Marks and Spencer wherethey identify the needs and requirement of staff members within each department,determine eligibility criteria and make plan to fulfil vacancies accordingly (Bučiūnienėand Kazlauskaitė, 2012). Controlling: Under this function,managers of Marks and Spencer control all theactivities of employees as well as examine the performance of each and every staffmembers. Organising: According to this function of HRM, it is the responsibility of HR Managerof Marks and Spencer to organise or arrange the human resources, raw material requiredat the time of production.Operative functions: It includes procurement, development, compensation, integration,maintenance. All these functions are used by HR manager of Marks and Spencer in order toretain their potential employees for long period of time. Procurement: It is a process related to purchasing which control the quality, quantity ofproducts. HRM function include the process of procurement as it helps the mangers ofMarks and Spencer to hire skilled or semi skilled workers in low cost. Development: HR manager of Marks and Spencer provide training sessions to theiremployees for the overall development of their staff. With the help of this, performanceand productivity of employees enhance along with the increment in profit margin oforganisation (Budhwar and Debrah, 2013). Maintenance: According to this function, main aim of HR manager ofMarks andSpencer is to maintain their staff members committed towards the work or organisation. The scope of HRM in Marks and Spencer is given below- Personnel or Labour Aspect- The main function of HR department of Marks andSpencer is to recruit, select, provide training and development session, etc. in addition to this,managers of the company ensures that employees get all benefits such as lay-offs, retrenchment,incentives, remuneration, bonuses, etc.
Welfare Aspect- There are several welfares and benefits that are provided to employeesby the management of Marks and Spencer. Some of these benefits includes housing facilities,conveyance benefits, medical assistance, canteen, rest rooms, health and safety, education etc. Industrial Relation Aspect- Marks and Spencer follows some industrial regulations intheir company for securing their employees like union management relations, collectivebargaining and grievance handling (Chelladurai and Kerwin, 2017). With the help of all thesefactors, employees of the company feel protected and secure regarding their safety, workingcondition, rights or benefits and many more. P2 Strengths and weaknesses of different approaches to recruitment and selection methodJob analysis: It refers to the process of finding out details of specific job, its relatedresponsibilities. It is also seen as the process of judgement in which specific judgement is alsomade for the gathered data for particular job. It include analysis and assessment of actual job. Incontext of Marks and Spencer, it can be said that HR manager focuses on interacting with alllevel of managers that is line and senior for identifying actual requirements of new skills. Alongwith this, the term also includes evaluation of strategic documents as well as plans in order tofind out need of changes. In addition to this, HR manager of Marks and Spencer also focuses onidentifying strategies and methods used by HR managers of rival company. This evaluation ofcompetitors HRM strategy will help company out improving their non effective strategies whichare not providing effective returns.It can be said that effective job analysis is helpful for Human resource department as withthis they can easily develop effective job description and job specification. Basically, jobdescription includes common four elements. These elements are job title, description of mainresponsibility and duties, main purpose of posting job description and its reporting structure(CHUANG and Liao, 2010). Whereas, person specification commonly includes skills, qualities,traits and knowledge of individual which are essentially required in order to attain goals andobjectives of job description post.Recruitment: Recruitment is a process used by management team in order to find bestand suitable candidate for their organisation to perform a particular jobin an effective manner.Selection: Selection is the process used by managers of company in selecting andchoosing right and suitable candidate who is skilled and educated as well as fulfilling therequirements of current job position.
In context of Marks & Spenser, manager of the company use these process which willhelp them while selecting potential and suitable candidate for the company. There are two typesof recruitment process used by HR manager of Marks & Spenser, which are as follows: Internal Sources of Recruitment: Under this process, to fulfil the vacant position, acompany hires workers within the organisation, either by transferring their job or providingpromotion to them. This will help the managers in order to motivate or encourage their existingemployees which will enhance the productivity as well as performance of employees (Daley,2012). Here, managers of Marks & Spenser use various internal approaches such as promotion,transfer, people mobility and many more. External Source of Recruitment: It refers to best recruitment procedure that bringsfresh talent across the world at workplace. Along with this, managers get various options toselect best and suitable candidate for required job position. It includes various methods used bymangers of Marks & Spenser for recruiting workers from external environment such as campusplacement, job portal, consultant agencies, labour contract and so on. Strength and weaknesses of recruitment approach:Particular Internal Recruitment External RecruitmentStrength In this procedure, managersknow worker in terms oftheir abilities and knowledge.So, it becomes easy to fulfilvacant position with mosteligible one.Through this method, timeand money both can be saveddue to less procedure ofhiring as well as orientationtraining also need not to begiven to such workers, formaking them familiar withworking environment.There is a high possibilityto fulfil the requirement ofbusiness by hiringcandidate from outside. Bringing new talent atworkplace also helps inincreasing productivity ofbusiness (Dipboye andColella, 2013). Weakness This method fails to bringIt consumes much time and
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