Human Resource Management Assignment Solved - M&S

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
LO 1.................................................................................................................................................3
1. An overview of the organisation........................................................................................3
2. Purpose of HR function and key roles and responsibilities of HR function......................4
3. Approaches to workforce planning, recruitment and selection, development and training,
performance management and reward system and also strengths and weakness...................4
LO 2.................................................................................................................................................6
Benefit of different HRM practice in organization for employee and employer...................6
Evaluating effectiveness of HRM practices for raising organizational profit and productivity. 7
LO 3.................................................................................................................................................7
4. Effectiveness of employee relations and employee engagement and analysing the
importance of employee relations in respect to influencing HRM decision making.............7
5. Identifying key areas of employment legislation within which organisation must work...8
TASK 2............................................................................................................................................8
LO 4.................................................................................................................................................8
1. Designing Job specification................................................................................................8
2. CV for a candidate..............................................................................................................9
3. Documentation for preparatory notes for interviews........................................................10
4. A job offer letter...............................................................................................................11
5. Document and explaining complete process of recruitment............................................11
6. Evaluation of process and rationale..................................................................................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource management is termed as the strategic approach to the effective
management of people so that they may help the business in order to gain competitive advantage
(Albrecht and et.al., 2015). Human resource department is the best functional area which is used
in different formal systems devised for the management of people within an organisation. The
responsible person of this department is HR manager who responsible for three major activities
staffing, employee compensation and benefits (Stone, Deadrick, Lukaszewski and Johnson,
2015). In the following report, M&S has been taken into consideration. It is the leading British
multinational company basically headquartered in Westminster, London.
In the following report, purpose and functions of human resource manager has been
discussed along with strengths and weakness of different approaches to recruitment and
selection. Further, importance of employee relations in terms of influencing decision making of
HR will also be analysed in this report. In addition to this, this report also helps in analysing the
key elements of employment legislation and also their impact on decision making process of
Marks and Spencer.
TASK 1
LO 1
1. An overview of the organisation.
Marks and Spencer is one of the leading British multinational retailer that is
headquartered in Westminster, London. This organisation is specialised in selling cloths, home
products and luxury food products. This company is listed on the London Stock exchange. This
organisation has more than 979 stores across the United Kingdom out of which 615 stores are
those who sell only food products. Marks and Spencer made its reputation in early of 20th century
by making policy of selling products that is British made. It is also named as one of the most
unique retailer having a great heritage. The mission statement is to make aspirational quality
accessible to everyone through range and depth of its products. The main aim is to make a huge
profit every year. The vision statement is to make every moment special by providing high
quality and own brand goods and commodities.

2. Purpose of HR function and key roles and responsibilities of HR function.
Human resource management is defined as process in terms of recruitment, selection,
inducting employees, providing training and development and also motivating employees
(Bratton and Gold, 2017). The main aim of this is to take actions in order to maintain good
relationship between both employer and employees. Thus, functions and purpose of HRM has
been discussed as per below context-
Functions of HRM
 Recruitment and selection- This is the most important and primary function of HRM.
This departments administers skills assessment and also personality tests in order to
match the candidates to the job within a particular organisation. In addition to this, they
also develops employee handbooks that leads in explaining the policies and procedures to
new candidates.
 Training and development- Human resource manager of Marks and Spencer handles this
practice by creating training programs for new and existing employees. They also works
with coordination with both department manager and supervisors in order to determine
training needs of employees.
 Employee relations- The matters that are related to emplyee relations are also handled by
HR manager. They basically maintains relationship between employees and management
with help of good communication and fairness nature within cited organisation. They are
also responsible in handling disputes between employees.
Purpose of HRM
The main purpose of HRM has been discussed as per below context-
 To improve the efficiency and effectiveness of human resources.
 Ensuring positive relationship among both employees and employer in the organisation.
 Individual development of human resources.
 Internal customer management.
3. Approaches to workforce planning, recruitment and selection, development and training,
performance management and reward system and also strengths and weakness.
The recruitment and selection process is termed as one of the most important aspects in
order to hire employees (Delery and Gupta, 2016). Recruitment refers to the overall process in
terms of attracting, short-listing, selecting and appointing suitable candidates for jobs. While

selection is defined as the series of steps by which candidates are screened in order to choose
most suitable person for the post that is vacant. Thus, approaches of recruitment and selection
has been discussed as per below context-
Internal source approach
The main aim of this approach is to recruit employees internally. Job openings are
therefore informed to the employees of M&S by providing them with internal advertisements or
communication through hierarchy (Gatewood, Feild and Barrick, 2015). This approach is so
strong and helpful as it leads in reducing employee turnover by reducing cost in order to achieve
competitive advantage.
Strengths
 If existed employees of particular organisation is given chance to get higher positions
than it leads in increasing loyalty of employees.
 The existed employees are well known about the culture of the organisation.
 It also helps in reducing employee turnover.
 It also assists in creating scope in order to get competitive advantage by recruiting skilled
employees to higher position.
Weakness
 This reduces the scope in order to find high skilled and more talented employees.
 Losing more efficient person from external environment becomes competitive advantage
to that of competitors.
External source approach
External sources of recruitment means to motivate the high skilled and more talented
candidates in such way that they apply for vacant positions in cited company. Job openings are
informed to the external environment by using various methods as advertisements, campus
recruitment, employment exchanges, job portals, etc.
Strengths
 in enables in ensuring high level of productivity.
 It will also enable M&S to promote their brand externally.
 It will also help cited company to recruit, select new and innovative candidates towards
organisation.
Weakness

 It is time consuming process and also requires higher cost.
 External source approach is also of high risk being unfitted to the employees that are
hired.
LO 2
Benefit of different HRM practice in organization for employee and employer
Benefits of HRM practice for employees:
 Conflict resolution: HRM practices helps to reduce the conflict and increases
collaboration between employees so that it will help them to feel comfortable and work
together. Further, it has been analysed by providing regular training session to their
employees, will help to increase collaboration. Such that through recruitment and
selection, HR of the company must hire the employees that helps to hire the person who
can solve conflict issue and this will increase the performance of employees.
 Developing good relation: HRM also provide effective training and development
session so that it will help to grow the good working relation among employees so that it
creates direct impact upon the employee's performance level. Apart from this, it has been
analysed that HR of quote firm posses the responsibility of seminars, meeting and official
gathering so that employees of the firm will easily make themselves comfortable and help
to achieve the aim and objectives.
Benefits of HRM practice for employers:
 Help to build flexible workplace: An effective training and development session will
help to build a flexible workplace and thus it creates positive impact to employers and
help employees to achieve the aim and objective of the firm. Such that it provides
positive working environment through effective Training and development session which
helps to improve the employer working performance as well.
 Develop employers: HRM practices satisfy the employers and also encourage them to
contribute the company's welfare. It has been analysed that employer's knowledge and
skills directly increase competitive advantage of a firm. Therefore, Marks and Spencer
provides resources as well as training session so that the employer got a chance to share
as well as increases their knowledge.

Evaluating effectiveness of HRM practices for raising organizational profit and productivity
 Performance management and Reward system: This HRM practice will help to
inspire the workers so that they can increase the level of their performance, which help to
raise the productivity of the company. Further, if Marks and Spencer will provide reward
in the form of monetary and non- monetary form, then it will affect the overall
productivity and increases profit for the firm as well.
 Training and development: It is another effective HRM practices that is also used by
M&S in which HR of the firm will provide training to their employees which helps to
improve the performance level, this directly affect the overall production level of the firm
and this directly creates positive impact upon company's profitability as well. Therefore,
effective HR practice creates values to the employees and this enhances their
performance level in positive way which affect the profitability of M&S.
LO 3
4. Effectiveness of employee relations and employee engagement and analysing the importance
of employee relations in respect to influencing HRM decision making.
Employee relations is a term that refers to an effort that is made by the company in order
to manage relationships between both employer and employees (Harney, Dundon and Wilkinson,
2018). If M&S has good employee relations programs than it may provide fair and consistent
treatment to all employees so that they remain committed to their jobs and also remain loyal to
the company.
Employee engagement is defined as that extent to which employees of an organization
feel passionate about their jobs and are always committed to the organization (Marchington,
Kynighou, Wilkinson and Donnelly, 2016). Thus, the importance of employee relations has been
discussed as per below context-
 Discouraging conflict among members- Good employee relations helps in minimizing the
chance of conflict among all the members that are involved in cited organisation. The
main aim of this is to help staff so that they can trust each other and even supervise if
someone is in need and also if they are facing any kind of difficulties. This further helps
them in increasing efficiency and productivity and makes the business reach the boost.

 Works becomes easy- If the relationship between employees are better than work is
shared among them which makes it easy and work load is lowered down. It is impossible
to do all the work for one person, therefore it is essential to divide the task among
everyone. This will also help in increasing the ability of assisting each other and make the
work easy and smooth.
5. Identifying key areas of employment legislation within which organisation must work.
Employment legislation is defined as the law that helps in governing employment within
workplace with everyone those who works (Nankervis, Baird, Coffey and Shields, 2016). This
exist in order to regulate relationship between business and also their employees. Thus, key areas
of employment legislation has been discussed as per below context-
 Data protection Act, 1998- The main aim of this act is to provide protection towards
personal data and information. If the cited organisation Marks and Spencer adopts this act
than they will have legal rights in order to control their information so that it do not get
leaked out.
 Disability Act, 1996- the main aim of this act is to protect person from getting treated
unfair in various parts that comes in life. Thus, if Marks and Spencer adopts this act than
it will help them in prohibiting discrimination of people having certain kind of
disabilities. This will further lead them in providing with equal opportunities for people
with disabilities.
TASK 2
LO 4
1. Designing Job specification
Job Description for Account manager
Job Title: Account manager of Marks and Spencer
Job Purpose: To maintain and expand relationship with potential customers. They also have to
achieve huge sales quota and also strategic objectives that will be assigned. Account manager of
Marks and Spencer will have to report to the Vice President of strategic accounts. They also
have to answer client queries and identify new business opportunities among existing

customers.
Duties:
 Generate sales among clients accounts including upsetting and cross selling.
 Have to connect with key business executives and also stakeholders in order to prepare
sales report accordingly.
 Have to develop strong relationships with their targeted customers.
Skills and Qualifications:
 Popular degree program in Bachelor of Business Administration (BBA)
 High knowledge in communications, finance, management, accounting and marketing.
 At least Bachelors degree.
Person specification
Knowledge of:
 Understanding the level of performance that is desired by company.
 Also understanding the policies and principles of company and also its legislative
perspective.
Responsibilities
 Being able to deal with clients that are potential and difficult.
 Having well communication with employees and also with customers
Skills
 Good negotiation skills
 Communication skills
 polite and friendly nature
 Strong interpersonal skills.
2. CV for a candidate.
Name: Edic Pederson
Address: 5047 Apt. c. south Street
New york city, New York.
Professional summary:

Having four years experience as an account executive and ready to take the next step in my
career. I am confident and outgoing presenter with flexible approach and also enjoy interacting
to clients on both professional and social occasions.
Core qualifications:
 BA in English
 Digital media specialist
Experience:
Present: Account executive at Puffin and Grouse
 Generating leads
 Working with colleagues to plan and create campaigns
 Budgeting time and money
Education:
 A level English (A) French (A) German (B).
 BA(Hons) in English from Lanchester university.
3. Documentation for preparatory notes for interviews.
Interview questions is asked for two candidates
1. What steps would you have take to increase revenue for this company?
2. Describe the time when you have not get the goal?
3. As an account manager, you will be the first line of communication with our clients,
representing the company when you interact with t6hem. What professional experience do you
have that has developed your communication skill?
4. Do you have long term career goals in the field of accounting?
Interview selection criteria
 Good communication skills
 High level knowledge in Accounts
 Physical appearance
 Experience
Thus, from the above interview that was held, both the candidates really performed well,
but the candidate that is selected for the vacant position of account manager in Marks and
Spencer has the good communication skill as it plays very important role in attracting customers

towards the brand. Therefore, job offer letter has been provided to him that mentions following
terms.
4. A job offer letter
Mr. Edic Pederson.
5047 Apt. c. south Street
New york city, New York.
Ref: Accountant post
Dear Sir,
I am sending this letter to you on behalf of Marks and Spencer. I am pleased to offer you the
Full Time position of Account manager wef. 2nd March 2019.
The following outlines the term of the employment agreement:
 The compensation for this position will be $ 800 annually. Your performance and
compensation will be reviewed annually.
 You will be paid on a direct deposit basis.
 During your employment, you will report directly to supervisor and you will be
expected to carry out duties assigned to you in competent and efficient fashion.
 You have to complete six month probationary period. During this time your
performance in this respected organisation will be reviewed.
 This is the permanent position and you will therefore be entitled to all staff benefits.
Your salary will be directly paid to to your bank account on the first day of every month.
We are looking forward to work with you and hope you feel part of our respected organisation
soon.
Yours Sincerely,
Manager of Marks and Spencer.
5. Document and explaining complete process of recruitment
There are five steps involved in the recruitment process-
 Recruitment planning- Recruitment planning involves draft in terms of comprehensive
job specification for vacant position, outlining its major and minor responsibilities, the

skills and also mentioning special conditions (Reiche, Stahl, Mendenhall and Oddou eds.,
2016).
 Strategy development- Once analysing the volume of candidates that are required and
about the qualifications, this step takes place in which suitable strategy in order recruit
candidates in the cited organisation. This includes type of methods that is use and area to
consider for searching candidates.
 Searching- in this step, candidates are attracted towards the brand. Here there are two
sources that is used in attracting candidates as internal and external.
 Screening- this is the starting point of selection and is considered as an integral part of
recruitment. The reason being the starting of selection process only after appliocations is
been screened and shortlisted. The methods and techniques that are used in terms of
screening depends on the methods that is used for recruiting. The techniques which are
commonly used includes preliminary applications, de-selection tests and screening
interviews.
 Evaluation and Control- this is the final step and very important in the selection process.
Evaluation is done where the process of recruitment is monitored and changes are made
accordingly.
6. Evaluation of process and rationale.
Recruitment process is that process in which identification of employees are done. This
also leads in attracting potential candidates from both within and outside the organisation and
also evaluating them in terms of future employment (Stone, Deadrick, Lukaszewski and Johnson,
2015). After the process of recruitment, selection begins that helps in identifying candidates with
right calibre which later leads in achieving long term success and company may reach the boost.
CONCLUSION
From the above report it has been analysed that Human resource management plays
significant role in order to achieve productivity and long term success. They also helps in
maintaining good relationship with employees and also in decision making process. Further, this
report also helps in analysing the importance of employment legislation to motivate individuals
so that they push their maximum efforts towards the job. In addition to this, this report also

highlights on importance of employee relations that helps in increasing the productivity and
profitability of organisation.