Human Resource Management Practices in Marks & Spencer

This assignment delves into the human resource practices of Marks & Spencer, a British multinational retail company. It explores the purpose and functions of HRM, analyzes different recruitment and selection approaches, and examines the benefits of various HRM practices for both management and employees. The assignment also investigates the importance of employee relations in influencing HRM decision-making, identifies key elements of employment legislation and its impact on HRM decisions, and illustrates the application of HRM practices in a work-related context using specific examples from Marks & Spencer.

Human Resource Management
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Table of Contents
Introduction......................................................................................................................................3
LO1..................................................................................................................................................3
LO2..................................................................................................................................................7
LO3................................................................................................................................................12
LO4................................................................................................................................................16
Conclusion.....................................................................................................................................22
Reference.......................................................................................................................................23
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Introduction
This assignment is based on the discussion on the human resource practices of a business
organization (Bratton and Gold, 2017). Human resource practice is very common practice in a
business organization. There are some major roles and responsibilities of HR manager in a
business organization. To keep communication with all the employees and to keep relation
between the management and the workforce are two major tasks of Human resource
management. Recruitment and selection is also one more role of the HR manager. The example
of Marks & Spencer has been taken here to explain the subject. It has been highlighted how the
human resource manager performs all the HR activities through various models and theories of
human resource practice.
Company overview
Marks & Spencer is a British multinational retail company headquartered in London. The
company mainly deals with mainly the clothing, home products and the luxury food products
respectively. The company was formed in the year 1884. The name of the CEO of the company
is Steve Rowe. The company works in the international market. In the year, 2017, the net income
of the company was £115.7 million. The total number of employees is about 85000. Marks &
Spencer has about 300 stores in 40 locations in the international market. The company has 979
stores only in the United Kingdom out of which 615 stores sell only food products.
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LO1
Explain the purpose and the functions of HRM, applicable to workforce planning and
resources in your chosen organization. [P1]
There are various purposes and functions of HRM applicable to workforce planning and
resources in an organization. The purposes and functions of HRM in Marks & Spencer are the
following:
Purposes of HRM
Human Resource Management plays a vital role in keeping a relation between the management
and a workforce. As the number of employees is few in a small company, there is a direct
interaction between the management and workforce. In a large organization, there are a number
of departments in the organization and hence, a human resource management is required to
interact between the management and the workforce. Human resource management keeps link
between the two and protects the rights of the employees in the company. The key purposes are
the following:
Internal customer management: The productivity of Marks & Spencer depends on the
performance of the internal employees of the company. Apart from this, the HR Manager of
Marks & Spencer attracts skillful employees from the outside market. The HR manager looks
after the salaries of the company, benefits of the company to motivate the employees. There is a
link between the customer service of the company and the HR management (Camgöz-Akdağ et
al., 2016).
Laws: In a business organization like Marks & Spencer, there are numerous laws related to the
company. The laws are related to the recruitment and selection of new employees, termination of
the employees, employment laws, retirement benefits, equal opportunity laws, workplace safety
and security and many others (Boston and O'Grady, 2015).
Metrics: The employees of all levels are communicated by the human resource manager in the
Marks & Spencer. Human resource manager, through using matrics methods analyzes cost and
creates more efficiency at all the departments of the company (Xiao et al., 2014).
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Cultural awareness: The cultural awareness is created and maintained in Marks & Spencer by
the Human resource manager. Different types of employees are hired in by the HR manager in
Marks and Spencer and thus, there is a combination of different cultures in the organization (Bird
et al., 2016).
Functions of Human Resource Department
The basic functions performed by the HR manager of Marks & Spencer are the following:
Recruitment and selection: Recruitment and selection is one of the basic functions of the HR
department of any type of organization. Marks & Spencer, through internal and external
recruitment processes, employ skillful and competent candidates in the company and thus,
increases the productivity of the company (Cascio, 2018 ).
Orientation: The HR manager of Marks & Spencer arranges oriental programs for the new
employees to make them aware of the rules and regulations of the company and thus, he helps
the new employees to achieve long-term organizational goals. This job orientation helps the new
employees to understand his new roles and responsibilities in the new environment (Choi and
Yoon, 2015).
To maintain good working conditions: Being a renowned company in the international market,
the HR manager in Marks & Spencer maintains a good working condition in the company to
motivate employees for their greater productivity. The HR manager provides a lot of financial
and non-financial benefits to the employees. Besides this, the HR manager provides employee
welfare for job satisfaction (Jain and Kaur, 2014).
Employee relation: Employee relation is a vital component for the productivity of the
organization. The HR manager in Marks & Spencer, has maintained a good employee relation
and thus, maintained a healthy working atmosphere in the company (Guest, 2017). Through a
good relationship, the employees have been motivated to create a better productivity in the
company.
Training and development: Training is an essential part in an organization both for existing and
new employees. Marks & Spencer has provided necessary training to both the existing and new
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employees to make them aware of the products, services and policies of the company. Through
frequent training, the culture of the organization has been enriched (Pollock et al., 2015).
The manager of human resource management of Marks & Spencer optimizes the organizational
resources. The main thing done by the HR manager is that he motivates all the employees to
perform their work. According to the hard model of HRM, the organizational resource is used
for gaining the business growth whereas according to the soft model, the organizational
resources are used for gaining the organizational assets.
Using examples from your chosen organization, explain the strengths and weaknesses of
different approaches to recruitment and selection. [P2]
Recruitment is the process of recruiting and hiring new candidates. The process of recruitment is
the initial step in the organization (Board, 2017). It focuses on the training and development of
the employees. It is the process of identifying the appropriate candidate and thereby recruiting it.
In case of the recruitment, the organization focuses on the background of the candidate and to
which designation candidate is appropriate. Cost effective measures are to be provided in the
recruitment of the candidates. The process of recruitment includes screening of the candidates,
selection of the appropriate candidates. Thereby the hiring of the candidates is undertaken.
Training of the candidates is done by the recruitment department, which helps the candidates to
familiarize with the working environment.
Selection is the step after recruitment. Once the candidates are provided the training they are, go
through a test whereby the candidates are shortlisted. In this phase, candidates selected are
selected for the designated post in the organization. Screening of the candidates is important
which helps in bringing out the best from the candidates. Once the candidates are selected, the
emoluments of the candidates are discussed and are provided thereby (Stariņeca, 2015).
Selection and the Recruitment process are important aspects for any organization. Marks and
Spencer is a global company whose recruitment and selection procedures are prolific in nature.
The recruitment and the selection division is entitled with the responsibility to provide the beast
candidates for the organization. The functioning of the organization depends on the efficiency of
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the organization. For this reason training and recruitment is provided at the initial stage which
helps in the molding the candidates accordingly.
The approaches of the HR manager in the organization are diverse in nature. HR is to formulate a
number of tasks in the department. The initial and the most important task of the HR manager is
the training and the development of the employees. Thereby HR department is also undertaking
selection of the candidates. The HR department undertakes the synchronization between the
employees and the management. The employees of the organization can coordinate with the HR
department whenever any query comes up among them. The HR department is to maintain the
records of the minutes that are being undertaken at the annual general meeting. The official
records are to be maintained by the management and the functioning of the same are to be
recorded by the department simultaneously.
The advantages of the recruitment and the selection approach are:
It is the cost effective measure. The budget that has been allocated for the recruitment would be
helpful in meeting the recruitment expenses (Fan, 2015).
It helps in getting the proper candidates for the recruitment division because the curriculum vitae
have to be provided by the candidates. Recruitment bench focuses on the requirements and
thereby the decision of the staff is taken as to the recruitment.
When the brand value of the organization increases, it leads to the advancement in the
functioning of the management. The development of the organization is possible when there is
the advancement in the activities of the organization
In case of the disadvantages, there can be bias nature of the employees. This could lead to
ineffective management in the organization. There has to be the genuineness in the functioning
of the organization.
Sometimes there might be limitation in the choices of the employees, which would lead to
disruption in the activities of the organization. The barriers related to the internal management
are normally due to the misunderstanding that might prevail in the activities of the organization.
The incompetency in the activities of the organization would lead to mismanagement in the
functioning of the organization. Sometimes the disruptions might prevail in the external
management, which would lead to unorganized approach in the functioning of the organization.
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The implication regarding the activities of the organization has to be implemented by the
management of the organization.
HR personal is to operate taking into account the norms and the policies of the organization. The
advantages does promote the advancement of the organization whereby the disadvantages lead to
the inefficiency in the functioning of the management.
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LO2
Explain how different HRM practices benefit the management and employees of your
chosen organization [P3].
Different HRM practices have benefits for both the management and the employees of Marks &
Spencer. They have been discussed below:
Name of HRM
practice
Details of the
practice
Benefits of
employers
Benefits of
employees
Recruitment and
selection
The HR manager of
Marks & Spencer
recruits new
candidates and
promotes the existing
candidates to the
existing higher
positions. The HR
manager of the
company, for any
higher post, promotes
candidates internally
to the higher position
and for any new
junior post, recruits
candidates externally.
For Instance, a
manager is promoted
internally and a junior
clerk is recruited
externally.
Through the internal
recruitment, the
existing employees
are promoted to the
higher position in the
company and thus, the
employee retention is
maintained. Through
the external
recruitment process,
new talents and skills
come to Marks &
Spencer and thus, the
productivity increases.
The internal process
of recruitment is
beneficial to the
existing employees
because of the
opportunity they get
to prove themselves in
their company. The
external recruitment
process is beneficial
to the new candidates
because they get
opportunity to show
their talent and get a
better chance.
Development Marks & Spencer, As the managers have Training is beneficial
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through training being a renowned
company, provides
periodical training for
the skill development
of its employees.
This type of
periodical training is
provided to the staffs
and managers through
various technological
methods. Both the
management and
employees are
benefitted by the
training.
to take part in such
periodical training,
they can develop their
knowledge and their
skills are also
developed. As Marks
& Spencer get skilled
employees, the
productivity of the
company in every
field enhances.
enough for any type
of employee. The
employees, who join
newly in Marks &
Spencer, can get new
ideas and culture from
Marks & Spencer.
Performance
management
In Marks & Spencer,
performance
management
programs are held
periodically.
Employee appraisal
system can be told
such a performance
appraisal system
(Dickmann et al.,
2016).
The company is
benefitted by
increasing the
performance of its
employees through
motivation.
The employees are
appraised truly
through appraisal
system and thus, they
get their reward. The
employees , thus, are
not deprived of their
rewards.
Payment and reward
to the employees
After appraisal, the
employees of Marks
& Spencer are
rewarded according to
their performance.
Through this payment
and reward system,
Marks & Spencer can
motivate its
employees and thus,
The reward system is
beneficial to the
employees as they can
increase their skills
and competency
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The reward can be in
the form of both
monetary and non-
monetary form. The
example of monetary
reward is like
increment of salary,
payment of reward
and others. The non-
monetary rewards can
be given through
various types of
facilities (Cascio,
2018).
the productivity of the
company increases.
through this type of
appraisal and reward
system. It is beneficial
for their future
growth.
The manager of HR Department of Marks & Spencer follows a number of theories to motivate
the employees through appraisal and payment of reward system. There are a range of
motivational theories to motivate the employees like Mc Gregor’s Theory of X and Y, Maslow’s
Hierarchy of Needs and others. To motivate the employees the HR manager of Marks & Spencer
has selected the Maslow’s Hierarchy of Needs theory. It is discussed below:
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Figure 1: Maslow’s Hierarchy of Needs theory
(Source: "Maslow's Hierarchy of Needs", 2017)
Abraham Maslow is famous for his Maslow’s hierarchy of Needs theory. According to this
theory, there are five human needs that are arranged in a hierarchical way. The five basic needs
are as follows:
Physiological needs: Air, water, food, clothing and others are the examples of physiological
needs. These are the basic needs for human being (Jonas, 2016).
Safety needs: The safety needs are for physical, emotional and such other protection. Family
security, health security fall under the purview of such needs.
Social needs: the social needs are related to love, friendship, belongingness and others. These all
are related to the society in which a person belongs.
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Esteem needs: Esteem needs are of two types. They are internal extreme needs and external
extreme needs respectively. Confidence, self-respect, achievement and others are the examples
of internal esteem needs. Whereas, the power, status and others are the examples of external
needs.
Self-acquisition needs: This needs push a person forward to acquire what he deserves to acquire
through his own capability. This needs also include more and more knowledge, social position,
creation and such other things.
According to Maslow’s hierarchy of Needs theory, when needs of below level of a person is
fulfilled, the man automatically shifts to the next higher needs. At first, the physiological needs
of a man will be fulfilled, and then the social needs and so on. At last, the self-acquisition needs
of the person will be fulfilled.
Evaluate the effectiveness of different HRM practices in your chosen organization in terms
of raising organizational profit and productivity [P4].
Different HRM policies have fetched lots of benefits in terms of organizational profit and
productivity. The benefits are discussed below:
First, Marks and Spencer has been greatly benefitted by the recruitment and retention policies of
the company. Through this retention policy, the employees have been satisfied by their reward
and promotion in the company and the company has been able to fetch greater productivity
through motivating its employees. Through the new recruitment policy, Marks & Spencer has
been able to have the new talents and know the culture of other companies. Thus, the culture of
the company has been enhanced.
Second, the training and development policy of the company has provided a lot of potentialities
to Marks & Spencer. Through various types of technological training, the existing employees on
the one hand, has leaned a lot and the managers and leaders have also been able to learn a lot of
new things. Thus, the company has increased both its productivity and culture through training.
Third, through performance management the skills and capabilities of the employees has been
developed and they have been able to compare their own capabilities of the past and present.
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Necessary steps have been taken by the management and the employees to modify their
performance for further development.
The fourth point is the reward payment by the HR manager of Marks &Spencer. Through the
reward system, the employees have been motivated and enhanced their productivity. The
monetary reward has been given in the form of increment of salary and payment of reward.
Through the non-monetary reward system, various facilities have been provided to the
employees and they have satisfied with their grade of performance. Thus, the entire productivity
of the company has increased.
The Hierarchy of Needs theory of motivation has encouraged the employees much. Through this
theory, at first, they fulfilled their primary needs and then they went ahead towards their higher
demands and thus, their needs were fulfilled. All these motivated the employees and the
productivity of Marks & Spencer has increased to a large extent.
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LO3
Analyze the importance of employee relations in your chosen organization in respect to
influencing HRM decision-making. [P5]
HRM decisions are undertaken at the annual general meetings. The decisions that are being taken
helps in the formulation of the policies related to the functioning of the management. Every
department of the organization is to operate in a synchronized manner and are guided by the
officials. One of the key role of HR is training and development along with the staffing and
recruitment. Therefore, the decisions that are being undertaken influence the activities of the
organization. In this case Marks and Spencer’s is a super market so role of HR department is of
utmost importance (Alonso, 2015). The most vital part of the HR department is that they are to
operate with the candidates who are completely new in the enterprise. Therefore, HR is to judge
the candidate accordingly. It is called screening of the candidate along with one to one
communication. It helps in finding out potential and suitable candidate for the organization.
Moreover, Marks and Spencer’s is a supermarket whose activity relates to dealing with
customers and providing them with the products.
In this kind of organization tastes and preferences of the consumers have to be identified which
helps in meeting their demands. The organizational objectives can be achieved when there is the
synchronization among the management officials in functioning. Innovation has to the most vital
aspect in the organization. The organizational objectives in order to meet the activities that are
being undertaken have to be done in a systematic manner. The effective functioning of the
activities would result in getting closer to meeting the goals of the organization (Chaneta, 2014).
Every department of the organization have to operate and check out the deficiencies that are
prevalent therein and thereby make the changes in the activities. The relationship of the
employees and the management has to be prolific in nature. The efficiency of the employees
should be enhanced by the application of the training and development time and again. Screening
of the candidates has to be undertaken so as to check their growth rate (Ployhart and Weekley,
2015).
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There has to be audit of the functioning of the organization, which would help in finding out the
faults prevailing and thereby changes are to be configured. HRM decisions are considered one of
the effective decisions .Organizational functions changes according to the decisions that are
being undertaken by the HR department. The strategic decisions are one of the important activity
in the functioning of the management (Ekwoaba et al., 2015). The decisions are generally taken
after the recommendation of the executive directors along with the recommendations of the HR
department. The HR officials maintain Job portal. The application of the policies related to the
effective functioning of the organization can be ascertained when approval on the part of the HR
official is there.
After the advent of technology tasks of HR has increased abruptly. Digitalized application of
task has to be undertaken, which is one of the roles of the HR department. Keeping detailed
records of the activities that are being undertaken is also one of the tasks of HR department
(Townley, 2014).
Employees influence HR decisions significantly. Whenever any decision is being undertaken by
the organization, it influences every sector of the association. The activities of the organization
run in a hierarchical chain and the executive heads monitors the same time and again.
Delegation of authority is one of the key aspects, which is to be recorded by the HR official.
Derogation in the performance of the organization leads to inefficiency in the functioning.
The HR official records the tasks that are being allocated to the employees. Minutes of the
meeting are recorded in a systematic manner. The role of the employee are to formulate the tasks
that are being provided. Interrelationship exists in the functioning of the organizational officials.
Articles of Association and Memorandum of Association are the principle regulatory authorities
in the organization. Ali the decisions of the organization are undertaken taken into account
guidelines provided in the mentioned books.
Identify the key elements of employment legislation and the impact it has upon HRM
decision-making in your chosen organization. [P6]
HRM decisions are undertaken taking into account the future prospects of the organization. The
application of the policies vests on the part of the management (Taylor, 2014). The inclusion of
the policies by the management helps in flow of the work of the organization. However, there are
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certain legislations that are being provided which helps in the effective implementation of the
policies. The acts act as the safeguard in the functioning of the organization. Labour Acts,
Employment Provident Fund Act, Minimum Wages Act, Bonus Act are the most important acts
in the field of corporate world. Tort Law is also one of the cardinal acts. All these regulate the
activities of the organization. Contract Act formulates the activities of the organization (Kundu et
al., 2014).
Any discrepancy in the functioning of the organization results in the inefficiency in the
functioning of the organization. Discrepancy is checked by the application of the law in the
activities of the organization. Preventive measures are provided in the acts, which helps to get
the compensation. Sometimes injunction is being provided by the Court, which leads to stoppage
of work for the time being (Pereira et al., 2015). Intervention of the Court is necessary to resolve
the disputes prevailing therein. The activities of the organizations are formulated accordingly.
Whenever any right of the labour or the employee in infringed they can approach through the
medium of Labour law, Employment Provident Fund, Bonus Act and Minimum Wages Act
(Burt, 2015). These acts act as the shield in the functioning of the organization Proper measures
are being provide in the act which helps in eliminating the discrepancy prevailing in the
organization.
The decisions that are being undertaken by the HR department take a note of the legislations that
are being prevalent at that point of time (Santos et al., 2017). The decisions of the organizations
can be bifurcated by the inclusion of the legislative framework of the organization. The
legislative authorities make the laws and being interpreted by the judiciary (Sarker, 2017). The
contract act and the law of tort looks into the problems related to the agreement among the
parties. The rules that are being forwarded by the above mentioned provides the penalty
provisions along with the provisions related to the imprisonment. All these measures keeps a
check at the activities of the organization.
The acts are being made to provide justice to the victims and the ones deprived from the rights.
This acts a decisive solution in the functioning of the organization. The activities of the
organization along with the legislative provisions are to go in a parallel manner, which would
check the discrepancy. Employees can file public interest litigation in the Court, which would
help in securing justice. The decisions that are being framed by the legislative authorities are to
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taken into account. The decisions of the HR department are to be sanctioned by the Board of
Directors at Annual General Meeting. The HR department should maintain the minutes regularly,
which would help to lessen the problem of the organization. Recruitment bench is to take a note
of the happenings of the organization simultaneously (Abzug, 2017).
The Heads of the organization normally undertake the activities of the organization. In case of
any discrepancy in the functioning of the organization liability falls on the part of the executive
heads. They are answerable in the Court of Law time and again. All the detailed functioning are
to presented in the Court when asked for (Timming, 2015). Compensation is generally
sanctioned when the case comes up in the Court. Injunction can also be provided but it is the
discretionary power of the Court. The deliberation on the part of the Board of Directors is
maximum and they are to formulate functioning of organization when the demand increases.
Accountability of the organization has to be present, which would lead to efficiency in the
functioning of the organization. Legislative measures act as the grundnorm for the organization.
They are to be followed in order to maintain effectiveness in the functioning of the association.
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LO4
Illustrate the application of HRM practices in a work-related context, using specific
examples from your chosen organization [P7].
1. The design of a job specification for one of a number of given positions in the
organization.
Job Specification
The manager of the human resource department has to look after the various activities of the HR
department and he has also to maintain a good relation with all the employees of the company
(Arulrajah et al., 2015). Apart from the above, the manager has to look after the payroll of the
employees, compensation, training program of the company and others. At this time, the
manager of the company has to find out a skillful candidate for the post of Assistant HR to look
after all the above activities. Hence, he is looking for a right candidate at the right post. The
following will be the tasks of HR Assistant in Marks & Spencer:
Recruitment and selection of all the new candidates as necessary
To maintain the status of the employee performance
To maintain a good communication between the management and workforce
To maintain a good employee relationship in the organization
To provide the health and other safety and securities in the company
To keep proper documentation
Apart from the above, the human resource assistant will look after all the facilities of the
employees in the organization and will resolve the issues that affect their performance.
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2. A CV for each student, tailored to apply for one of the positions advertised by another
team.
CV-1
Curriculum Vitae
Adam Smith
24 Baker Avenue, Illinoire IG4 09DB, United Kingdom
Job Profile
[e-mail]
Ph-07288906533
Agree to work hard and with dedication, honest nature, I ensure that I have completed all the
responsibilities mentioned for the post of Assistant HR. I can easily adjust myself any time at
anywhere and I have all the communication skills that are required for the post. I am currently
looking for a work in an organization like yours.
Work Experience
Accounts Manager in Tesco PLC: August, 2010 to till date
Junior Assistant Manager in ASDA: Jan, 2010 to August, 2010.
Education
Masters in Human Resource Administration at South Hampton College in 2009
Skills
Excellent written and communication skills especially in Human Resource department
Fluent speaking in English and in French
English (Mother Language)
Skills in Microsoft Word, Excel, Power-Point and Access including knowledge in Internet
Hobbies
Reading story book
Watching cinema
Swimming
REFERENCE ARE AVAILABLE UPON REQUEST
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CV-2
Curriculum Vitae
John Harris
5 Canada Square Road, London, United Kingdom
e-mail-harries @ gmail.com
Ph-07276765439
Profile
I am a 25 year old graduate from Walsall College and I am looking for a job in a reputed
company like yours. I am a quick learner and can adapt myself in any situation in any
environment and eager to learn about new industry.
Education
Bachelor of Business Administration including computer education – University of South
London (2011-12)
Skills
Efficient in MS Word, Excel, Power Point and Access including internet (2012-13)
Proficiency in practice in Human Resource field (2012-13)
Work Experience
Worked as a n Assistant Customer Relationship in LIDL, United Kingdom (Janyary, 2014 to till
date)
Worked as an Assistant Human Resource Management in Sainsbury’s PLC(February 2013 to
December, 2013)
Language Known
 English
 German and
 Spanish
Reference available on request
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3. Documentation of preparatory notes for interviews, interview notes based on selection
criteria and a justified decision of the candidate selected.
Interview selection criteria
The ideal candidate must have the computer proficiency including the internet knowledge,
communication skills and must have command over at least two languages.
Preparation of interview notes
The interview process was undergone successfully and each of the two candidates showed their
full capabilities to get their right position in the company. The following are the necessary note
for each of the candidates:
Adam Smith
 Excellent written and verbal communication
 Fluent speaking in English and in French
 Proficiency in computer knowledge
John Harris
 Proficiency in computer knowledge
 Has knowledge in human Resource field
 Has a communication skill
From the above two candidates John Harries has been selected as he has some extra knowledge
in the field of Human resource. He has shown some team-management abilities in the field of
Human resource.
4. A job offer to the selected candidate.
Offer Letter
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Post Offer: HR Assistant
20/04/2018
John Harris
5 Canada Square Road, London, United Kingdom
e-mail-harries @ gmail.com
Ph-07276765439
Dear John Harris,
At first we shall thank you for showering your interest to our organization. This is to notify
through this letter that you have successfully completed the interview process undergone by our
organization and you have been selected as a right candidate for the post of Assistant HR.
You have possessed all the abilities for the post of an Assistant Human Resource Management.
The post of the assistant HR is being offered to you. Your cost to our company will be £9000 per
annum as per the terms and conditions of our company. Kindly intimate us your opinion
regarding your acceptance of the offer within 7 days from the receipts of letter. In case no reply
will come regarding this offer after the stipulated time, this offer will stand cancelled.
After you accept this offer we shall intimate the final terms and conditions of your job.
Thanking you,
John Milton
Human Resource Manager
Marks & Spencer PLC
5.An evaluation of the process and the rationale for conducting appropriate HR practices.
Evaluation of the process
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The interview process has been undergone perfectly in compliance with all the rules and
regulations of the employment rules of the company. All the candidates have been given chances
to show their abilities. The final candidate has been selected without any partiality.
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Conclusion
It can be concluded that human resource practice is one of the core activities of a business
organization. The HR manager has a lot of roles and responsibilities in a business organization.
To recruit and select, to communicate in the organization, to make a good relationship between
the employer and employees and some others are the main activities of an HR manager. The
example of Marks & Spencer has been cited here to discuss the subject. The HR manager of
Marks & Spencer has managed various situations at various level of management. He has
applied some models and theories of HR practices. Selection and recruitment process in detail
has been depicted in this project.
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Reference
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Human Resource Management Handbook (pp. 87-100). Routledge.
Alonso, R., 2015. DP10662 Recruitment and Selection in Organizations.
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management practices: a review. Sri Lankan Journal of Human Resource Management, 5(1).
Bird, A. and Mendenhall, M.E., 2016. From cross-cultural management to global leadership:
Evolution and adaptation. Journal of World Business, 51(1), pp.115-126.
Board, G., 2017. Recruitment & Selection.
Boston, S. and O'Grady, F., 2015. Women workers and the trade unions. Lawrence & Wishart.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Burt, C.D., 2015. The Influences of Recruitment Processes and Selection Predictors on New
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