Human Resource Management Literature Review

This assignment requires a thorough review of academic literature related to human resource management (HRM). It encompasses various aspects of HRM, including strategic HRM, organizational behavior, talent management, performance appraisal, compensation and benefits, training and development, employee relations, and international HRM. The literature review should synthesize key theories, concepts, research findings, and current trends in the field. Students must demonstrate a critical understanding of HRM principles and their application in real-world contexts.

Human resource management
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Table of Contents
INTRODUCTION...........................................................................................................................3
P1 Determine function and purpose of Human resource in terms of resource management and
planning of workforce..................................................................................................................3
P2. Identify pros and cons of different methods of recruitment and selection............................5
P3 Describe the benefits of HRM practices in company for both employee and employer........7
P4. Determine efficiency of HRM practices in terms of increasing profit and performance......9
P5 Analyse the benefit of employee relations and how it influence HRM decision-making....11
P6. Identify element of employee regulation and effect on the decision-making.....................12
P7 Application of HRM practices.............................................................................................13
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16
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INTRODUCTION
HRM is a process that helps for business to develop strategies for increasing the
productivity and profitability in global marketplace. It helps for enterprise to increase the
competitive level by using innovative idea. This documentation will describe the Motive and
function of HR that applicable in planning of workforce planning as well as resource
management in the Marks and Spencer. This assignment will discuss the specific weakness or
strength of multiple approach to selection or recruitment. Furthermore, this documentation will
describe the advantages of different Human resource practices in the employees as well as
employers. It will analyse the usefulness of HRM practices within the association in terms of
increasing the productivity and profitability in marketplace. Moreover, it will identify the
significance of worker relationship that help to inspire the Human Resource in the decision
making. At last, it will discuss about the key component of employee regulation that influence on
towards the power of decision.
P1 Determine function and purpose of Human resource in terms of resource management and
planning of workforce.
HRM is basically coordination of organization’s employee for achieving the specific
objective of business. It helps the business to full fill the need and requirement of staff or
maintain the employee satisfaction (Banfield, Kay and Royles, 2018). HRM practices to
accomplish through the use of technology, processes and people that focus on the internal parts
of enterprises.
The Basic aim of HRM is to manage the overall business activities such as staffing,
benefits, defining and designing the work, benefits etc. it helps to maximize the productivity and
profitability in the organisation. They also optimize the effectiveness of its employee.
Function of HRM
 Responding and listening the employee that maintains high job satisfaction levels in
proper manner.
 It also managing the change and transformation which are essential to handle the
operations and functions.
 Aligning the human resources and enterprise goals.
 Providing training and staffing Human resource manager to understand and integrating the proper ethics or labour laws.
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 Selection and recruitment - It is an essential task of HR manager in marks and Spencer.
There are lot of attention and resources required to employ, draw and hold the
prospective employees. It has considered as element go into the functions of recruitment. Training and development- It is necessary part of human resource manager to provide
the training fresh candidates those who were hired by HR leader in the M&S
(BruelleCarmeli and Markman, 2018). Training session always help the new employee to
improve their skill and knowledge. Performance Management- In M&S, Human resource manager is monitoring the
performance of employee and identify that how it can be performed their task in
effectively and efficiently.
 Reward System- It is the important functions that performed by the HR manager to give
the appreciation to their staff members according to the performance and capabilities.
The key roles and responsibilities of the HR
The main responsibility of HR is to hire right employee at right time. They also determine
the requirement of HR in company. It enables in attaining business objectives. It identifies the
current and future HR on basis of objectives set by manager (Chelladurai and Kerwin, 2018).
The workforce planning has been done by the human resources manager because they can
easily analysing, forecasting and planning the workforce supply or demand. Workforce is also
part of human resource functions that understand the individual employee's skill or talent with
them in different ways to get the best outcome. It includes such as
 HR Manager has offered the flexible working hour to the employee and making the most
effective work schedule.
 They are identifying skills gaps in the existing workforce and provide the training to
employees or recruiting the new people for building skill gap.
 It is also identifying the obsolete functions and redistributing staff in accordingly.
M&S as flexible work organisation:
At M&S the company offer flexible working to its employee like providing them options
for doing their job as part time, or term-time or job sharing as well. This is mainly done for
striking the balance between the home and work life by supporting their employees to level they
can.
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P2. Identify pros and cons of different methods of recruitment and selection
Recruitment and selection is the main function of HR manager to conduct a recruitment
process to identify the talented people those who are really capable to perform various activities
and tasks.
Recruitment- It is a process in which candidates are hired from various sources. It
includes receiving applications and then selecting right employee according to specified job role.
Here, applicants submit their application as per job requirement. (Gutierrez-Gutierrez, Barrales-
Molina and Kaynak, 2018). In Marks and Spencer, HR manager need to select right candidate.
Strength-
 It can be identified the suitable candidates for particular job profile to handle the business
operations.
Weakness-
 Recruitment process is not always efficient in term of attracting the right candidates by
using the traditional method. The internal recruiting process has limited options.
Different approaches to recruitment:
There are many approaches to recruitment like direct, indirect, etc.
Direct method- Within this particular method all potential and required candidate will be
representing organisation on their own level and contacting company directly on their level. This
is the most common method which is used by M&S as well as it helps them to find new and
fresh talent from market.
Indirect method- This is another method through which company will be recruiting new
required talent with use of advertisement in radio, newspaper and other multimedia channels.
Third party- This is another method which could be used by M&S this includes placement
through certain employment agencies or consultants.
Selection- It is a process of recruiting the qualified people that matches with job role. Marks and
Spencer is offering the reasonable price to invite the candidates those who are really suitable for
particular job position. This process has been occurred after the recruitment because it can
review the recruitment application.
Strength-
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 Selection process is based on the standardized and unbiased method of soliciting
information about the candidates.
 This process is identifying the right candidates which suitable for particular job profile.
Weakness-
 Selection process cannot make 100 % prediction of individual on the job success. They
just only reveal about those who have scored more points.
 There are limited number of candidates which can use the test is not economical. It only
desirable for selecting the person on the basis of interview.
Different approaches to Selection:
 Internal: This refer to assessment and evaluation of employees from the organisation as
they are intended to move from one job position to the other either by transfer or
promotion. This can also be termed to as internal hiring of employees from within
organisation only.
 External: This approach refer to as evaluation and assessment of job applicants from
outside the organisation by means of use of latest technology like website and social
media channels.
Development and Training:
ON-JOB TRAINING
It is the process of developing and giving training to employees while they are working and
doing actual work.
OFF-JOBS TRAINING
This includes that process when employees take away from their place of work to be trained.
Performance management:
EXPLAINS
A process of measuring performance of employee on basis of set standards.
USE PERFORMANCE APPRAISAL SAMPLE FORM
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Reward systems:
This is concern with selection of type of reward used by organisation which results into
improving performance of employees.
EXTRINSIN AND INTRINSIC REWARDS
Extrinsic reward is called to as financial these are tangible rewards that is given to
employees from manager like bonus, pay increase and incentives.
Intrinsic reward is those which come from within employees who are motivated
intrinsically and working for their own satisfaction.
P3 Describe the benefits of HRM practices in company for both employee and employer.
In Marks and Spencer, HR manager have many responsibilities within the organization to
protect their interest of both employee and employer. For employees, they always protected their
rights and also ensuring that managers easily operate within the employment (JärlströmSaru and
Vanhala, 2018).
For Employer, they can manage the employee relation and determine the best way to cut
the cut of labour.
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There are different type of benefits HRM practices give within the organisation for
employees and employers.
HRM practices Benefits for employee Benefits for employer
Recruitment and selection Effective hiring aids
employees in getting job
opportunities. It gives them
chance to work in well known
brand which helps in
developing their career.
Employer gets most talented
staff members those who have
experience of working in
relevant field, that skilled
people can support in raising
productivity and profitability
of business unit to great
extent.
Training and development It improves skills and
capabilities of workers which
make them able to get
promotion opportunities and
build career.
Employers get benefit by
giving training to staff
members, as employees make
less mistakes which reduces
operational cost of firm and
help in raising production
ability of company.
Reward management It fulfil monetary needs of
workers which make them
able to fulfil needs of their
family members and live a
healthy stable life.
Employers can retain staff by
giving them rewards, it
enhances loyalty of workers as
well which is beneficial for
employer.
 Conflict resolution- In marks and Spencer, Human resource manager always help the
mediate disputes within the firm whether the relationship between staff members and
management system of company. The policies or procedures of organization can define
the appropriate working environment or culture. It helps to maintain the employee
behaviour towards their working and also resolve the poor attitudes, inappropriate
language and disrespectful workplace behaviour.
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 Training and development- It helps employee to improve their skill and knowledge. HR
manager has responsibilities to conduct or organize the training program and identify the
appropriate delivery method based on the employee's needs. In Marks and Spencer,
managers are asset the worker may utilise to improve the sales and customer services. Employee relation- Human resource manager provide the support for workers who feel
their rights are been violated. The employee who have experienced of harassment and
discrimination may interact with the managers for remedy.
 Information resource- In organisation HR manager is the responsible to provide the
information regarding the enterprise. If the employee direct the supervisor and cannot
answer the question related the employment matters. It gives the employee benefits such
as compensation, leave of absence, assistance program etc.
P4. Determine efficiency of HRM practices in terms of increasing profit and performance.
HRM practices involves the different process of establishing the goals, methods,
procedures, rules and regulations which are necessary to use the resource to achieve the
enterprise objectives (KidwelEddleston and Kellermanns, 2018). It always influence the
performance of company through provision of Marks and Spencer structure that encourage the
participation among the worker and allows them to improve the productivity. HRM practices
directly impact on the organisational performance which important in terms of development and
growth. This practice always motivate and encourage the employee towards their goals and
objectives. There are some different types of HRM practices that effectiveness in terms of
productivity.
Employee retention- It refers to the ability of Marks and Spencer where they can retain
its employees. It is considered as relating to the efforts by which employer attempt to retain the
employee at workplace. For increasing the retention means than just paying the employees
because people pay rises within hours. Human resource manager focus on identifying the culture
and sharing the message to the company where they can set the expectation and weed out the
workers (Longoni, Luzzini and Guerci, 2018). Employees generally cause the bigger issues
without sharing the culture of enterprise. It helps to replace the employee and cut the cost, it
takes new employee to adjust the time or role on the basis of requirement. In this way, it directly
impact on the productivity and profitability to increase the business in global world.
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Performance management and rewards- It is important part of Human resource
practices where the manager always monitoring the performance of each employee. It is required
for providing the best training session when employee can improve their skill and knowledge. It
is directly impacts on the business growth and development because employee has improved
their skill to put some efforts in their tasks in effective manner. A drive of long terms
profitability is ability to manage the services of enterprise by leaders or Manager. They are
responsible for holding the entire team in different areas such as communication, delivery and
results. Leadership behaviour can drive the consumer loyalty and trust. Marks and Spencer is the
big retail firm that has strong image in market. Performance management practices of company
always supports in analysing the actual potential of employees which helps in promoting right
candidate who can contribute well in improving profitability of firm. Apart from this reward
management practices makes people loyal and enhance retention in business hence entity needs
not to spend much amount in new recruitments which will enhance production and profit of the
firm to great extent.
Training: M&S always gives training to workers which enhances capabilities of workers.
By this way potential of employees get increased which is helpful in enhancing profit of
organisation.
Recruiting- Recruiting is main approach of Human resource practices that help to identify
the best candidates for organization those who has an abilities and competencies to handle the
functions of business in proper manner. The efficient employees are always stay in the
organization for long periods and also feel dedicated towards the development. They will work
hard to help the Marks and Spencer for succeed (Meyer and Xin, 2018). They become the
organizational growth drivers. Recruitment process is finding the loyal employee to track all the
records of striving for excellence which resulting more innovative, profitable and competitive in
marketplace. This is considered as most essential HRM practices which helps company in getting
the right person for right job. M&S can hire the most deserving person and if recruitment is done
in proper manner then Marks and Spencer will be able to execute operations in effective manner
which will help in minimising mistakes and raising capabilities of companies which will help in
improving production abilities. Effective recruitment and selection practices can help business in
raising sales which would help company in gaining competitive advantage.
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P5 Analyse the benefit of employee relations and how it influence HRM decision-making.
Employee relations:
For Maintaining the strong relationship between the employer and employees are key
success of Marks and Spencer. If strong relationship is in place employee performance will
enhance. It is very important with respect to influence the Human resource manager in terms of
decision-making.
In Marks and Spencer, HR Manager has an ability to create an effective environment
where each employee can interact with their colleagues. It helps to share their own innovative
ideas which help for business development and also increase the capability of human resource
manager to take a right decision making regarding development (Morgeson, Brannic and Levine,
2019). Marks and Spencer have invested into the employee relation program that experienced to
increase in the profitability. It including the employee in the policymaking process not only
contributes in success of company but it also saves the time and money which help to increase
the productivity and reduced the outsourcing.
Empowerment Improve the Morale-
Human resource manager is actively engaging with the employee in decision-making
process which helps to increase overall business. Marks and Spencer have distinct separation of
the power among the employees and management. They are actively involved towards the lower
gap and communication between the worker and supervisors.
Internal Resources-
By using the worker in the decision-making method, it save the time, money and offers
the long term benefits which are reliable assistance from the people those who know the business
(Peccei and Van De Voorde, 2019). In Marks and Spencer, HR Manager understands that the
hiring outside consulting is expensive and take up the valuable resources in the fees and time
spend update outside in the company. The Employee are known about the processes and
understand the policies of entire firm.
Improve workplace relations-
Each Employees are participation in decision-making process that provide the
opportunity to the employee where they can share their own idea, knowledge with others. A
strong relationship between the employee and manager always encourage to their team members.
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They were openly show the concern about the project and give positive opinion in the growth or
development.
Employee engagement:
This is the workplace approach resulting into right condition for all staff member for
company who will provide their better each day and faithful towards firm and its work as well.
P6. Identify element of employee regulation and effect on the decision-making.
In M&S, HR assistant manager is responsible for compliances of various type of
employment and workplace regarding legislation. Manager is providing the training to
other management to understand rules and regulations of company (Peccei and Van De
Voorde, 2019). There are various laws and regulations that have to be followed in taking
decision and include labour laws, equal employment rights and discrimination etc.
Employment Legislation-
It governs the employment within the workplace with individual who employee works.
The employment legislation plays important role is to ensure that can determine who cannot and
can be the employed. Employ legislation seems constantly involving and more controversial due
to the impact on the businesses.
Regulations Protecting Wages and Overtime
The Fair Labour Standards Act has been developed the amount of federal minimum
wages, it include the minimum wage that need to paid to employee (Peccei and Van De Voorde,
2019). In M&S, HR manager should ensure the workers which classified the specific duties.
This law will help for employee to take an appropriate decision regarding the violation and
aware about the security or safety.
How Employee legislations impact M&S decision making?
All the employee legislation will impact M&S and their decision making like company need to
protect themselves from Fair labour standards by following it on time. They should pay equally
to their employees based on their proficiency and efficiency.
Equality act 2010: This is most important employment legislation that ensures that employer
has to give equal rights to all its staff members. If any kind of discrimination is here then worker
can claim against the employer. This influences recruitment, promotion decision of HR of M&S,
as now HR has to ensure that it hires people on the bases of their talent rather than personal
relationship with higher authorities and also now HR has to evaluate performance of each staff
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members in order to take right promotion decisions (The Health and Safety at Work Act Explained,
2019).
Health and safety act 1974: This act highlights that employer is responsible for taking care of
health of all people work in the firm. This impact on training decisions, as now it has become
essential for human resource team to give necessary training to all its staff members to use
various safety measures so that accidents can be avoided at workplace.
P7 Application of HRM practices
Job details
Position: Human Resource Manager
Job Description:
 Compile statistical data and create or manage the daily report
 Employee welfare
 Post and Pre recruitment
 Training and development
 Employment compensation
 Labour relation
 Benefits
 Employee service
Job Purpose:
To provide the customer service on the basis of policies and procedure for achieving specific
goals and objectives.
Person’s specification:
Attributes Minimum
criteria
Method of
assessment
Desirable
criteria
Method of
assessment
Experience No previous
needed
1 year
experience
Application
selected and test
based interview
training Computer skills
such as
Application
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development
qualification
Microsoft office,
Excel, word,
Academic Qualification:
 Degree in HRM discipline professional
 Master in HRM discipline professional
Experience:
The applicant should have around 2-3 year working experience in the Human resource process.
Age:
22- 28 year
Offer Letter
XYZ Company
Date: 30-4-2019
Job : HR Manager
23, street, crown road
London, 273872
Dear Thomas,
We are excited to inform you that you have been selected by XYZ company. You are best
suited for the role as HR Manager in our organisation. Your skill and knowledge will be
valuable that assets to our team. We are glad to inform that your starting date will be 1-5-2019.
The enclosed employee handbooks include terms and condition of job. If you accept the offer,
please sign the letter and send us back on above address.
Thomas William
Human resource Manager
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4 appropriate job related questions:
1. How was your past expericen working in previous company?
2. How could you improve yourself in current state?
3. What could be the possible challenges which you face as HR?
4. Where do you see yourself in coming years?
CONCLUSION
From report it has been concluded that there are various roles and responsibilities of HR.
They perform various function and HR practices such as work force planning, recruitment and
selection, etc. Also, there are many method of recruitment. The HRM practices such as
performance management, employee retention, etc. helps in enhancing productivity of
organisation. Moreover, it also influences on decision making. Alongside it, there are several
laws and regulations that have to be implemented by HR. It also influences decision making.
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REFERENCES
Books and Journals
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Brueller, N.N., Carmeli, A. and Markman, G.D., 2018. Linking merger and acquisition strategies
to postmerger integration: a configurational perspective of human resource management.
Journal of Management. 44(5). pp.1793-1818.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
Gutierrez-Gutierrez, L.J., Barrales-Molina, V. and Kaynak, H., 2018. The role of human
resource-related quality management practices in new product development: A dynamic
capability perspective. International Journal of Operations & Production Management.
38(1). pp.43-66.
Järlström, M., Saru, E. and Vanhala, S., 2018. Sustainable human resource management with
salience of stakeholders: A top management perspective. Journal of Business Ethics.
152(3). pp.703-724.
Kidwell, R.E., Eddleston, K.A. and Kellermanns, F.W., 2018. Learning bad habits across
generations: How negative imprints affect human resource management in the family
firm. Human Resource Management Review. 28(1). pp.5-17.
Longoni, A., Luzzini, D. and Guerci, M., 2018. Deploying environmental management across
functions: the relationship between green human resource management and green supply
chain management. Journal of Business Ethics. 151(4). pp.1081-1095.
Meyer, K.E. and Xin, K.R., 2018. Managing talent in emerging economy multinationals:
Integrating strategic management and human resource management. The International
Journal of Human Resource Management. 29(11). pp.1827-1855.
Morgeson, F.P., Brannick, M.T. and Levine, E.L., 2019. Job and work analysis: Methods,
research, and applications for human resource management. Sage Publications.
Peccei, R. and Van De Voorde, K., 2019. The application of the multilevel paradigm in human
resource management–outcomes research: Taking stock and going forward. Journal of
Management. 45(2). pp.786-818.
Online
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The Health and Safety at Work Act Explained. 2019.[Online]. Available through <
https://www.britsafe.org/training-and-learning/find-the-right-course-for-you/health-and-
safety-legislation-what-you-need-to-know/>
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