Human Resource Management Functions and Practices

The provided text is a collection of references to academic papers and books on human resource management (HRM) functions and practices. The sources cover various topics such as personnel selection tools, talent management, knowledge sharing, and organizational effectiveness. The assignment appears to be focused on analyzing and synthesizing the key concepts and research findings in HRM, potentially for a student or researcher looking to understand the current state of knowledge in this field.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
Purpose and Functions of HRM.............................................................................................3
Strengths and Weaknesses of Different Approaches to Recruitment and Selection..............5
Benefits of Different HRM Practices Within an Organisation for both Employer and
Employee................................................................................................................................7
TASK 2..........................................................................................................................................10
Importance of employee relations........................................................................................10
Application of HRM practices in a work-related context....................................................13
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................17

INTRODUCTION
Human resource management is an activity of recruiting, selecting, training, developing,
rewarding, performance appraisal, workers benefits designing etc. It is a strategic method to
effective management of business workers in which they aid an organisation taking a
competitive advantage (Zheng, Yang and McLean, 2010). It is mainly focused on an
organisation's system and policy. In this report, chosen organisation is Marks & Spencer which
deals in retail sector. This company was founded by Sir Michael Marks and Thomas Spencer in
1884. It is headquartered in London, United Kingdom. In this assignment there is a discussion
about function and purpose of human resource management and strengths and weaknesses of
different approaches of recruitment and selection. Also it consist the benefits of HRM practices
for both employer and employee and effectiveness of HRM practices in manner of raising
organisational productivity and profit. This report consist importance of employees relation and
key elements of employment legislation in terms of influencing HRM decision making. At last, it
involves, an application of HRM practices in work-related context.
TASK 1
Purpose and Functions of HRM
Human Resource Management (HRM) refers to the study of recruiting, selecting,
developing and managing the employees of an organisation. It is a department in Marks and
Spencer who manage business activities including hiring and firing of staff.
Workforce planning is a strategy of determining need of employees in an organisation. It
identify the needs of knowledge and skill that are required in order to place right number of
employees at suitable position.
Purpose of HRM
Different purpose of HRM are discuss as follows:-
Defining Organisation Structure and Productivity- Main purpose of HRM is defining
the organisation structure of a company and determine the goals and objectives of firm. In Marks
and Spencer, top managers decide organisational goals and clearly define their aim to employees
to achieve that objectives (Wang and Noe, 2010).
Build Coordination Among all Departments- Human resource management play an
important role for coordination between various departments within an organisation. In context

of M&S, HRM helps to make better coordination between all departments which helps to
achieve goals and success.
Contribute in Employees Satisfaction- Employees are the assets of a company who
contribute their knowledge and skills to achieve organisational objectives. So, it is important to
satisfy employees needs such as career opportunities, salary increment etc. It helps a firm to
retain employees for long run.
Societal and Ethical Models- It is also an objective of HRM to ensure that social, ethical
and legal environmental issues are appropriately dealt with. HR of M&S should be officially
coped with their demands are accepted and fulfil it.
Functions of HRM
There are different functions of human resource management which are given as below:-
Recruitment and Selection- Recruitment refers to attracting candidates based on goal
criteria for a specific occupation. It is a process of fascinating, screening, and selecting qualified
candidates (Teece, 2012). Selection is a process of choosing the right candidate from large
number of applicants who fulfils all requirements of vacant position. Before starting the process
of recruitment, M&S should execute proper workforce planning and analyse benefits to hire new
employees. It is the most ambitious work for every human resource manager to acquire best
resources for an organisation.
Training and Development- This function helps to acquire knowledge and skills to
employees of M&S for effective task performance. HRM play an important role in providing
training to employees by which they can perform their task in effective and efficient manner.
Training and development is applicable in workforce planning and resourcing (Functions of
HRM, 2017).
Orientation- In orientation program, employees visit the firm and are introduced with
each other and company's environment. It is provided to new employees to adjust them with
employer, colleagues and new job. Orientation program of M&S involves goals and objectives of
a firm and how workers can helps to gain objectives and long term success in the organisation.
Maintaining Good Working Conditions- It is an obligation of human resource
management to provide better working environment to employees at work place through which
they can perform better work and helps in achieving organisational objectives. In M&S, a proper
planning is made to employee motivation and development to improve efficiency.

Managing Employee Relations- It is also the main function of HRM to manage relation
of employees. It is very wide concept and important function of HRM which helps to surrogate
better employee relation. It also helps to make workforce planning and resourcing in M&S.
Strengths and Weaknesses of Different Approaches to Recruitment and Selection
Recruitment
It is an activity of attracting knowledgable candidates and encourage them to go for the
job and selection is a process of hire best candidate who is suitable for a specific position. HRM
of M&S use strategic ideas and thinking to finding skilful and knowledgable candidates for their
company. There are two types of approaches such as internal and external approaches which are
as follows:
Internal Approach of Recruitment:
Internal approach include motivating workers of a company to apply for openings in a
firm (Tarique and Schuler, 2010). HRM of M&S execute this approach to encourage the skilled
workers of an organisation, to decreasing cost, to decrease employee turnover, and take
competitive advantage.
Transfer: Employees of M&S are transferred to related job of other section. Transfer aid
in decreasing the monotony and boredom of employees and fill the vacancies with appropriate
candidates.
Promotions: Promotion refers to the increment in position of employee in hierarchical
structure. M&S encourage its employees by providing them higher position, status, increased
salary and responsibility.
Advantage of Internal Approach:
 It widely encourage the employees and support in increasing job satisfaction.
 It support in decreasing employee turnover.
 Internal approach of recruitment highly decrease cost and efforts.
 It support to increasing job security and decreasing efforts of induction plan.
Disadvantage of Internal Approach:
 Internal recruitment decrease the scope of selecting efficient and skilled people.
 Losing efficient candidates from external environment turn a competitive advantage for
challenger (Song and et. al., 2010).
External Approach of Recruitment

Recruitment is a process of finding applicants from outside an organisation after
analysing the vacant position. HRM of M&S informed to outside environment by adopting
different methods i.e. campus recruitment, walk in interviews, advertisement, job fairs,
company's websites etc.
Campus Interviews:
Through this approach, this company can find competitive and energetic candidates for
appropriate vacancies. This approach is beneficial for both company and candidates.
Company's Websites:
To face a terrible competition and to decrease the cost, M&S setting up own websites for
attracting and finding candidates with competitive ability (Shuck and Wollard, 2010).
Advantage of External Approach:
This consist of many advantage such as fresher output and skill, better competition, better
growth, qualified candidates, generation of creative thoughts, competitive spirit, lesser inner-
politics, increased chances etc.
Disadvantage of Internal Approach:
This consist of various disadvantage such as higher risk, high cost, invites unsuitable
candidates, legal risk, time consuming, internal conflicts with existing subordinates etc.
Selection:
Selection is an activity of choosing right candidates from various application. This
process is lengthy as it include a series before making final choice. In this include two types of
approach of selection which are as follows:
Systematic Approach of Selection:
This approach refers as organised and well put up selection process. M&S select
candidates in systematic manner such as preliminary interviews, receiving applicants, screening
of applicants, employment test, interview, reference checking, medical examination, final
selection and appointment letter (Salvendy, 2012).
Advantage of Systematic Selection:
Systematic selection is a effective approach of selecting right candidates in an
organisation.
Disadvantage of Systematic Selection:

Its main disadvantage is time consuming and complex in nature and increase the cost of
selection process.
Unsystematic Approach Of Selection:
In this approach of selection, managers of M&S conduct direct interview of the
candidates and select them.
Advantage of Unsystematic Selection:
Main advantage of this is that less time consuming, economical and simple in nature.
Disadvantage of Unsystematic Selection:
Choosing that candidates who are not effective and skilled for a company because
unsystematic process of selection.
Benefits of Different HRM Practices Within an Organisation for both Employer and Employee
Human resource management is an activity of linking role of human resource with an
objectives of a business so they can improve their productivity. Human resource management
includes managing, hiring and recruiting employees. It is used by both employees and employers
in M&S for improving the business performance and controlling the activities (Pfeffer, 2010).
Procedure involve in human resource management of this company i.e. recruiting, training,
workers benefits administration and paying. HRM have many duties in company to assist the
interest of both the employees and employer. For employers, they identify many ways of
reducing the labour cost and manage workers relations. For employees, they secure their rights
and assuring that employers direct within scope of labour law and employment.
Benefits for employers:
There are several types of benefits which are as follows:
Retaining qualified employees: M&S provides easy flexibility and access in employee's
benefits. So employers can have knowledgable and skilful staff for a company. By this.
Employers easing the company's burdens and control the risk. Qualified workers are key to an
organisation driving efficiently and smoothly. It is a benefit for employees to maintain qualified
employees in which they can easily achieve the goals of company and maximise profit
(Kerlinger and et. al., 2013).
Promoting positive behaviour: M&S made a positive working environment and it
increase the benefits of employers because if workers are perform effectively and without

conflicts then employers can easily manage them and increase their productivity. HRM practices
reward and reinforce desired workers behaviours.
Building a flexible place of work: HRM practices provides the flexible workplace
involving work assignment, work location, flexibility in working environment, types of
communication, composition of work groups and accountability methods. It is a benefit for
employers because if the working culture are flexible then employees can easily adjust in work
place and give their best to company.
Developing good relations: HRM practices of M&S company manage good and effective
relationship with subordinates aid to employers to track their development (Iles, Chuai and
Preece, 2010). This also aid to measure the work and takes necessary action for controlling
employees. It maintain an effective progress of company and employers take advantage of relief.
Benefits for employees:
Training and development: Human resource managers provide training program and
ascertain the proper delivery technique to present training material based on employee's need. In
M&S, HRM provides training opportunities to employees through which they are able to learn
more things in an organisation. Managers aid to employees for develop a career path to engage
future opportunities.
Motivating workers: Human resource Mangers of M&S provide practices to support
workers to increase their ability to perform task with effective and efficient manner. If
employees working under positive and best managers then they feel too much motivated and its
result increase the productivity automatically of employees (Hobfoll, 2011).
Improving performance management method: HRM of M&S aid to motivate workers to
increase and improve their productivity and overall performance. It also manage an alignment
between employees and employers. Their performance management help them to acknowledge
and reward the best worker.
Human resource management has been effective for Marks and Spencer in terms of
enhancing organisational profit and productivity. When a firm implement HRM practices in their
firm then it is beneficial to earn huge profit and productivity. This can be evaluated by following
points:-
Innovative Employees- HRM practices in a company promote innovative atmosphere and
motivate there employees for better performance in effective and efficient manner which helps to

increase productivity and gain profit of a firm (Fulton and et. al., 2011). If employees have
innovative ideas and skills then they contribute in effective performance and helps in growth and
success of M&S.
Effective Communication- Human Resource Management of M&S provide their
employees a effective mode of communication which helps to increase awareness of business
activities and enhance performance of employees which results to raising profit and productivity
of an organisation.
Sharing and Collaboration- Profitability and productivity of Marks and Spencer
increases when company share best ideas and collaborative tools with their employees. HRM is a
best way to develop methods of increasing collaboration and sharing process.
Effective rewards performance- When employees get monetary rewards for their
performance then they will perform their task more seriously which sometimes results to
decrease the quality performance. In that case, HRM of M&S implement and control the activity
and motivate their employees to execute task in effective and efficient manner which helps to
raise profit and productivity of an organisation.
Non-monetary factors- There are some non-monetary factors which helps to improve the
effectiveness of a firm and increase profit and productivity of a business enterprise. These factors
includes respect, challenges, recognition, status, learning opportunities etc. these factors motivate
employees of M&S which ultimately enhance profitability and productivity (Fine, 2012).
Updating employees skills- There is a very huge competition in market. To sustain long
run in market and beat competition, company have to update knowledge and skills of their
employees by providing them proper training. When employees get proper training then they can
determine the customers needs and competitors strategy and make strategy to attract more
customers and take competitive advantage.
Employee retention- When there are large number of skilled employees in an
organisation then that firm will definitely get success. Employees retention is very essential for
performing task in a company. Human resource management play an important role to select best
candidate from large number of applicants which fulfil all the requirements needed for a job.
HRM of M&S retain their employees by maintaining better relation with them and motivate
them with monetary and non monetary factors. If they retain the employees for long time then

workers gain more and more experience and knowledge which increase the profit and
productivity if the company.
These above are the HRM practices which helps to increase organisational profit and
productivity. When employees skills and knowledge are update then it enhance their
performance and provide them rewards in monetary and non monetary factors (Farndale,
Scullion and Sparrow, 2010). Through this, employees feel motivated and retain long run in
Mark and Spencer. A proper communication increase coordination and reduce conflicts and
make a positive environment that is good for the performance of a business. All these thing make
effectiveness of human resource management practices and raising organisational profit and
productivity. So it can be clearly determine that practices of HRM play essential role in
enhancing profitability and productivity of M&S over their competitors.
TASK 2
Importance of employee relations
Employment relation refers to relationship of employer and employee in formal and
informal way. It arises interaction between management and worker in all working environment.
Employee relations can be define as the efforts of an organisation that manage the relationship
and coordination between employer and worker. In context with Marks and Spencer, a better
employee relation provides fair and agreeable attention towards work and they will committed
with their jobs and loyalty to the organisation. Main purpose of these program to resolve the
problems arises at workplace (Eisenberger and et. al., 2010).
Importance of employee relations
There are following importance of employee relation that influence human resource
management in decision making process. Significance are as follows:-
Increased productivity- If there is a strong employee relation in an organisation for long
time period then it helps to increase productivity of a firm and improve overall performance of
an organisation. When there is a strong relationship between employer and employee then
workers feels more satisfied and perform more productive task at workplace which ultimately
increase productivity. Employee relation is essential to influence HRM in decision making
process. If employees give better performance of work then productivity of the company is

increase and HR managers take decisions easily about promotion of the employees, taking
rewards etc.
Increased loyalty among employees- Another importance of employee relations in a
company is to feature that it assist loyalty among employees to a great level. Where there is
better relation among employees then it increase loyalty among workers. It create a pleasurable
and productive employment occupation that make effect on worker's loyalty in M&S. When
loyalty is increases, then the chances of employee possession also enhances and therefore
performance M&S is run for long time period. It also influence the decision making process of
HRM because HR manager have to make decisions regarding improving the quality of
production and increase productivity (Decker, Riley and Siemer, 2012).
Reduce conflicts- Strong employee relations reduce conflicts and fights among workers.
Generally, people find mistakes in others but in case of employee relation individuals tends to
adjust more and stop finding mistakes in others. Employees don't waste their time in insignificant
conversation and disputes. They concentrate on their own work and improve their performance
and contribute in organisation success. When there is no conflicts arises in group members then
HRM involves them in decision making process. Employees starts to treat each other as friends
in M&S then chances of conflicts, fights and disputes become low and this thing make everyone
happy. If employees relation are good and they effectively coordinate with each other then HR
managers take any decision easily like changing policy of the company, promotion of the
employees etc.
Ensuring equality- An effective communication system in Marks and Spencer helps to
assure employees that there is no discrimination arises in firm in any case and employees feel
motivated to perform their task to achieve organisations goals and objectives. Proper
communication system helps the human resource management of a company to make best
decision in time.
Key elements of employment legislation and the impact it has upon HRM decision making
Employment legislation is an instrument and law that regulate business within
organisation. This affects the employees, unions and employer directly. Employment legislation
of M&S involve all kinds of employment safety and security measures, whether court rulings,
customary practice, collectively bargained status of employment. Employment security describe
both the regulation of firing(severance payments, short-term work scheme, redundancy

procedures) and hiring( training requirements, condition for using fixed-term and temporary
payments). It is a body of legislation which is developed rights of employers and employees in
workplace and governing employee and employer relations (Cox, Arnold and Tomás, 2010).
The Employment Right Act:
Employment acts of 1999 and 2003, render a scope of contractual rights for workers,
including:
 Conditions and terms of work should be set in writing.
 Entitlement to an itemised salary statement.
 Protection and safety against biased dis-mission at work.
 Entitle to the National Nominal Pay.
The Equal Pay Act:
This act is enforced in 1970. It is an act of legislative of the United Kingdom that forbid
less favourable treatment between women and men in terms of condition and pay of
employment. M&S sets out the men and women should get same salary for perform same kind of
work and graded as being of same worth.
The Sex Discrimination Act:
This act is enforced in 1975 and protect and secure the employees against favouritism on
grounds of gender in the M&S such as:
 In choice of candidates for jobs.
 In job advertisement.
 In promoting subordinates.
The Disability Discrimination Act:
This act of 1995, applies on that administration who employ over 20 employees. This act
is applicable on M&S because they have more then 20 employees. They are essential to
accommodate of the handicapped and formed a rights of approach for injured in higher
education, transport and some other areas. This act describe the favouritism in respect to
disability as when a injured employee is treated less approving by the discriminator.
The Race Relation Act:
Creates favouritism on grounds of race prohibited in same manner the sex favouritism
act. Elements that are covered involve discrimination on the grounds of colour, race, ethnic,
nationality, public function, education etc. M&S do not making any discrimination for their

employees. They provide equality to all employees or workers of the company (Bulgurcu,
Cavusoglu and Benbasat, 2010).
The Working Time Act:
This act of 1999 provide that all workers doing work maximum of 48 hours and 4 week
vacation. Workers can work for long hours if they want and select optimum working time
requirement. M&S also provide these working hours to their employees and do not pressurized
them to doing more work. They can do over time if only they wish.
Impact of these laws upon the HRM decision making:
The human resource management is responsible for cooperation of workplace and
employment laws. Before taking any decision, HR managers of M&S must ensure that all
liabilities and legal formalities are completed. Their decisions majorly impact the employees
interest through their working load, salary issues, environment of work etc.
Application of HRM practices in a work-related context
Person Specification
Person specification is an important part of analyse information regarding the candidate.
It is define as skills knowledge and ability of an individual that is required to perform a job in an
organisation. There are different vacancies available in M&S for which they need to hire a right
candidate who is best suitable for vacant post. Example of person specification is given as
under:-
Person specification
Essential criteria Desirable criteria
Qualification and training MBA in marketing Customer service training
Experience Substantial and demonstrable
experience of:
 Delivering effective
customer service
Working in marketing sector.
Personal attributes  Polite and engaging
manner.
 Confident and

enthusiastic.
Skills and knowledge  The capability to
communicate with
large group.
 The capability to
confidently care and
handle customers.
 The ability to promote
products in marketing.
 Good organisational
skills.
 Face different different
situation related to
marketing sector.
Job Advertisement
It is an announcement in print or electronic media such as newspaper, poster, television
etc. about vacant post of employment. Example of Job advertisement is given as under:-

REQUIRED
Assistant Marketing Manager
Qualification and Experience:
 Candidates must have minimum qualification of post graduation and equivalent degree
in marketing specialisation.
 Candidates must have an experience of minimum 5 years.
Required Skill Set:
 Applicants should have excellent communication skills both in verbal and written in
English language.
 Candidate must have basic knowledge of computer.
Pay Package and Facilities:
 Package and facilities will provide as per qualification, experience and company's
policy.
How to Apply:
 Applications with attested valid certificates and two passport size photographs should
reach on email at hr@M&S.org.
 Company reserves the right to reject any application without disclosing any reason to
candidates.
Mark & Spencer Public Ltd.
London, UK
CONCLUSION
From the above report, it is concluded that recruitment, training and development is
functions of HRM which is provide appropriate skills and talent to fulfil business goals.
Adopting different approaches of recruitment and selection provide effective and best talent
workers to the M&S to increase their productivity and achieving goals. Various HRM practices
provide many benefits to their employer and workers to resolve their conflicts and making good
relationship between them. Also, the M&S analysis effectiveness of HRM practices and making
them best HRM practices in company or maximising profit and productivity of the company. If
employees relations are good in the company then HRM take effective decision in regarding
company's policy and strategy. Different employment laws and legislations are enforced by the
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government for employees benefits in the organisation. Job description, job specification and job
advertisement are different applications which are provided by HRM during fill vacancies of the
company.
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REFERENCES
Books and journals
Bulgurcu, B., Cavusoglu, H. and Benbasat, I., 2010. Information security policy compliance: an
empirical study of rationality-based beliefs and information security awareness. MIS
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Cox, M., Arnold, G. and Tomás, S. V., 2010. A review of design principles for community-based
natural resource management.
Decker, D. J., Riley, S. J. and Siemer, W. F. eds., 2012. Human dimensions of wildlife
management. JHU Press.
Eisenberger and et. al., 2010. Leader–member exchange and affective organizational
commitment: The contribution of supervisor's organizational embodiment. Journal of
Applied Psychology. 95(6). p.1085.
Farndale, E., Scullion, H. and Sparrow, P., 2010. The role of the corporate HR function in global
talent management. Journal of world business. 45(2). pp.161-168.
Fine, S., 2012. Estimating the economic impact of personnel selection tools on counterproductive
work behaviors. Economics and Business Letters. 1(4). pp.1-9.
Fulton and et. al., 2011. Human behaviour: the key source of uncertainty in fisheries
management. Fish and Fisheries. 12(1). pp.2-17.
Hobfoll, S. E., 2011. Conservation of resource caravans and engaged settings. Journal of
occupational and organizational psychology. 84(1). pp.116-122.
Iles, P., Chuai, X. and Preece, D., 2010. Talent management and HRM in multinational
companies in Beijing: Definitions, differences and drivers. Journal of World Business.
45(2). pp.179-189.
Kerlinger and et. al., 2013. Wildlife and recreationists: coexistence through management and
research. Island Press.
Pfeffer, J., 2010. Building sustainable organizations: The human factor. The Academy of
Management Perspectives. 24(1). pp.34-45.
Salvendy, G., 2012. Handbook of human factors and ergonomics. John Wiley & Sons.
Shuck, B. and Wollard, K., 2010. Employee engagement and HRD: A seminal review of the
foundations. Human Resource Development Review. 9(1). pp.89-110.
Song and et. al., 2010. Limits of predictability in human mobility. Science. 327(5968). pp.1018-
1021.
Tarique, I. and Schuler, R. S., 2010. Global talent management: Literature review, integrative
framework, and suggestions for further research. Journal of world business. 45(2).
pp.122-133.
Teece, D. J., 2012. Dynamic capabilities: Routines versus entrepreneurial action. Journal of
Management Studies. 49(8). pp.1395-1401.
Wang, S. and Noe, R. A., 2010. Knowledge sharing: A review and directions for future research.
Human Resource Management Review. 20(2). pp.115-131.
Zheng, W., Yang, B. and McLean, G. N., 2010. Linking organizational culture, structure,
strategy, and organizational effectiveness: Mediating role of knowledge management.
Journal of Business research. 63(7). pp.763-771.
Online
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Functions of HRM. 2017. [Online]. Available through:<https://www.keka.com/5-major-
functions-human-resource-management/>.
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