Human Resource Management

Human Resource
Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
LO1 .................................................................................................................................................3
P1 Explain the purpose and the function of HRM and key roles and responsibilities of the HR
functions.......................................................................................................................................3
P2 Strength and Weakness of different HRM practices ............................................................5
LO2 .................................................................................................................................................6
P3 Benefits of different HRM practices .....................................................................................6
P4 Effectiveness of different HRM practices..............................................................................7
LO3..................................................................................................................................................8
P5. Importance of employee relation in respect of influencing HRM decision-making.............8
P6. Key elements of employee legislation...................................................................................9
LO4................................................................................................................................................10
P7. Application of HRM practices in a work related context....................................................10
CONCLUSION .............................................................................................................................14
REFERENCES .............................................................................................................................15

INTRODUCTION
Human resource management is a strategic approach for the effective management of
people by recruiting, selecting , inducing, imparting training and development etc. the overall
objective of HRM is to ensure that the organization is able to achieve success through people.
Marks & Spencer is a British multinational retailer which has its headquarters in London,
England, UK. It was founded by Michael Marks Thomas Spencer and it deals in clothing, food
products etc.. In the further report the purpose and scope of HRM will be discussed, the
effectiveness of key elements of HRM. Analysis of the internal and external factors that HRM
decision-making and employment legislation. Lastly the HRM practices will be applied in work-
related context.
LO1
P1 Explain the purpose and the function of HRM and key roles and responsibilities of the HR
functions
Human resource management in the organization always plays significant role in order to
retain effective workforce and for other purpose (Papa and et. al., 2018). No organizations can
get their framed goals and objectives in the absence of HRM practices. HRM at M&S perform
key roles and responsibilities in the company which are mentioned as follows:
Recruitment and selection
It is prime role of the HRM that practices by managers in different companies in order to
maintain employee’s productivity. HR managers at M&S always seek for new talents
accordingly requirements so that company can get profitable outcomes within timeframe and
increases goodwill of the business as well. Whenever, organization is lacking behind scarcity of
new talents then HR managers perform this prime function and develops recruitment and
selection program. Currently, Marks & Spencer has highly talented and diversified workforce in
the company that’s why it is enabled to gain competitive advantage from its existing competitors
by offering high quality product services to the customer. The main objective of the HR manager
with this function is to deal with high employee turnover issues in respect of leading success in
business (Stahl and et. al., 2020).

Development and training
From past few years, there are various companies that puts more efforts to make training
session highly creative and impact so that they can make their workforce highly active and
versatile. HR managers plays effective role in respect of development and training program
because they priory analyze individual’s performance like individuals are meeting with
company’s requirement or not (7 Human Resource Best Practices, 2020). Later on, managers
gather reviews from other functional units and customers about individual’s performance while
dealing with complex tasks in the workplace. In last, human resource professionals conducts
training and development program for the staff and influences them to improve their
competencies and overcome their weaknesses. As same concept follows by HR managers at
M&S to make individuals multitaskers so that they help company to gain it’s long-term and
short-term goals within timeframe. The major drawback of this key function of HR is that human
resources must have knowledge about individuals and company’s needs then they can coordinate
both expectations on common goal and achieves projected objectives on time.
Performance management
It is another function of the HRM that perform by managers in the company to improve
individual’s performance in the workplace. HR managers at M&S often practices performance
management system in the workplace for critically analyzing individual’s performance and
supports them to improve their weak areas due these they unable to give the best performance in
the workplace. With this key function, HR managers often leads strengthening in the workforce
during peak period and influences staff to put more efforts in their working so that productive
outcomes can be received by company (Chams and García-Blandón, 2019). The major
drawback of the function is that it is quite lengthy process because it comprises 5 to 6 steps.
Reward system
This key function undertakes by various companies to retain their talented staff and stays
them motivated for long time so that companies can stay on their commitments in the market.
Human resource is responsible for this key function because managers promotes employees to
lead productivity in their working by offering different reward systems like incentives,
recognition and profit sharing. These rewards are awarded by HR managers at M&S plc
regularly to stay motivated staff and maintain ideal situation between input and output.

From the above discussion has been analysed that HR professionals at M&S plc perform
all mentioned key roles and responsibilities through which upper management has achieved lots
of advantages.
P2 Strength and Weakness of different HRM practices
Recruitment and selection is one of the major function of the human resource
professionals through which they maintain productivity of employees in the company.
Internal recruitment
It is key method of the recruitment and selection process which is performed by HR
managers. In this process HR managers takes numerous steps while hiring and selecting number
of employees from existing employees.
Strengths of internal recruitment
 Improves productivity of the organization’s function.
 Decline high employee turnover rate of the company
 In the motivation, individuals perform their job responsibilities or business function more
productively in the workplace as compared new joiners.
Weakness of internal recruitment
 Internal recruitment increases internal politics in the company that make them non-active. This recruitment process does not promote any new skill or talent.
External recruitment
It is alternative process of recruitment that is also practised by HR professionals for hiring right
candidate from the external business environment (Michael, 2019).
Strengths of external recruitment
 This process influence level of creativity, skill and innovation that is one of the major
strengths.
 It leads highly talented applicants who have good experience with wide range of talent.
 It increases wide number of opportunities of employment which can lead positive impact
on organization’s goodwill in its business sector.
Weakness of recruitment process
 It increases internal conflicts between existing one and new joiners. It requires more investment of time and funds to make new joiners compatible and
responsible for their job like existing one.

Selection process
There are three process of selection that follows by HR managers at M&S to select right talent
for the designated posts. Such as:
Aptitude test: Test is conducted for the recruited candidates to analyse academic knowledge
which they have gained during academic period.
Group Discussion: In this process, HR managers observe negotiating power of individuals.
Personal Interview: It is last stage of selection wherein HR managers takes personal interview
only those candidates who have cleared above mentioned rounds and finalized them for the
designated posts.
Strength of selection process
 Supports to eliminate those applicants who are lacking behind proficiency, skills and
knowledge.
Weakness of selection process
 Time-consuming process.
 Needs good HRM expertise and experience in order to shortlist and finalize right talent
for the particular job.
LO2
P3 Benefits of different HRM practices
Benefits for employer
Human resource practices such as internal and external recruitment benefits to the
organization. it allows employer to influence number of people in company towards performing
different operations with perfection in order to increase the overall work proficiency which they
hold. Employees of the organization puts more efforts which allows employer to gain the overall
objectives and goals behind the business operation that company have undertaken (Sivapragasam
and Raya, 2018). HRM practice external recruitment process allows employer to get benefits of
skill and talent of new joiners to carry in the personality. While incentive department helps
employer to stay motivated it’s staff and allows them to supervise work efficiencies and
productivity of all individuals as part of the business. All these practices of HRM allows
employer to gain the overall objectives of the functions of the company. There are other

practices like reward system, performance management, training and development etc. allows
employer to increase potential capabilities of staff as part of the company.
Benefits to employees
All HRM practices are undertaken by HR department such as internal recruitment that
allows organization’s employee to uplift their job position from existing the same company.
Practices like development and training program allows employees of the organization to
develop new skills and improves existing one effectively which can potentially increase the
potentials in themselves (Ahammad, 2017). Individuals at M&S plc get to improve their abilities
which they apply in the workplace while dealing with different tasks that significantly enhance
the career growth of employees not only in M&S but also in other companies as well, they can
get bigger opportunities.
P4 Effectiveness of different HRM practices
It is one of the prime practices of the HR managers to hire right candidate for the right
place that allows company to have better functioning at domestic level that is going to be proved
profitable for the business. Retailing sector has become economic stimulant market among
others. So, lots of employers invest huge capital in this sector in respect of increasing revenue
scale. M&S plc is the retailing sector that operates into multiple countries across the world. But
in last few years it is facing price war competition in the UK’s market due to giant companies
like Tesco, Sainsbury, Asda etc. which have similar product line and service like M&S. So, it is
essential for the comply to have better functioning so that it can meet customers’ objectives that
in return helps to earn lifetime loyalty from them for the brand. With this activity, it can survive
in the competitive market and gains competitive advantage.
Recruitment and selection
This HRM practice supports M&S plc to maintain employee productivity in the
workplace which automatically improves demands of the product and services in customers. It is
one of the effective practice of HR because it helps to deal with different issues like high
employee turnover issue, scarcity of talents, resistance of individuals etc. and create effective
workforce in the company. With this HR practice, HR managers increase level of commitment of
M&S through which it establishes good brand value in the market (Jørgensen and Becker, 2017).
Apart from this, it achieves other benefits from this practice i.e. innovative working

environment, improve brand recognition, high level of customer satisfaction by the support of
highly talented and skilled workforce.
Training and development
It is another effective HRM practice that helps M&S to be highly competent in its sector
and leads high satisfaction in employees for the job. With this approach, HR professionals
always keep prepare workforce for any task or challenge so that during emerging change
company do not have to face employee resistance. In addition, new joiners and existing one also
gets chance to make themselves career-oriented and proficient in the workplace.
Reward system
While this HRM practice leads advanced benefits in the Marks & Spencer such as it
retains highly skilled and talented employees in the company leads level of satisfaction in them
for the job because they can support company to achieve long-term goals within time frame
through their creativity (Runhaar, 2017).
Performance management
It leads positive impact on organization’s performance, operations and productivity. With
this practice HR managers often determine the best talents from existing staff and their
weaknesses then conduct training session for them for sharping their working skills and
activities. Due to this practice, company has gained more benefits like effective workforce, has
established strong global presence in the supermarket (Top 5 Benefits of Human Resource
Management, 2019).
All key HRM practices have supported M&S to raise it’s all organizational profit and
productivity in efficient manner.
LO3
P5. Importance of employee relation in respect of influencing HRM decision-making.
Employee satisfaction : Measuring employee satisfaction helps in maintaining good
employee relations. As the HRM of Marks & Spencer believes that it employer's responsibility
to determine if the employees have high or low moral, as it impacts the organization's turnover.
Therefore, HRM identifies various ways and takes decision which increases their satisfaction to

boost the turnover of the employees and ultimately this reduces the employee turnover (Nura,
2019).
Performance management : Performance management enhances employee relations as
the HR of Marks & Spencer constructs a performance appraisal program that meets the needs
of employees. The employee feel sense of belongingness and strive towards improving the
performance which ultimately adds on to the productivity of the firm.
Grievance handling : Grievance handling by the employers build a strong employee
relations as all the complaints and concerns are been heard by the firm. Therefore, Marks &
Spencer HRM establishes various ways to handle the grievances of their employees as it directly
impacts the employer and employee relationship. If the employers will take care of their
employee, employee will also make efforts for the growth of company (Vera, 2018).
Stress management : Proper stress management by the employers increases the
employee relations at the workplace. The HRM of Marks & Spencer takes decision regarding
managing stress and deciding on the best technique to reduce stress of the employee so that they
can give their best and contribute in the success of the firm.
There are some strategies that Marks & Spencer uses to build and improve employee
relations and engagement by inspiring and rewarding them, offering them career development,
promoting healthy work-life balance, help employees feel valued, promoting communication etc.
P6. Key elements of employee legislation.
Employment law regulates the relationship between employers and employees. The purpose of
this law is to prevent workplace discrimination. There are various legal issues and constraints
that the HR of Marks & Spenser faces. The following are discussed below:
Equality Act 2010
This act protects the employees from discrimination based on certain personal
characteristics like age, sex, disability, religion etc. it is an act of Parliament of the United
Kingdom and is also termed as anti-discrimination law (Gardner, 2018). Marks & Spencer HR
has certain ethical and social responsibilities while making the policies for the organization to
make policy which protects employee against discrimination, harassment and victimization
based on age, disability, religion and sexual harassment.
Data protection Act 2018

This act controls the use of personal information by the organization. It was replaced by
Data Protection Act 1998. The act introduces new offences committed by the employees
knowingly or recklessly obtaining or disclosing personal data without the consent of the data
controller (Carey, 2018). The HR of Marks & Spencer has certain ethical and social
responsibilities which are using the employees' data in a fair, lawful and transparent manner, use
the information which is adequate and limited to only what is necessary.
Health and safety Act 1974
This act protects the health, safety and welfare of the employees at the workplace. The
act defines general duties on employers, employees, contractors and other which works at the
premises. The basic objective of this act is to secure and protect the employee against the risk to
health or safety (Hale. and Booth, 2019). Marks & Spencer HR performs these ethical and
social responsibilities like making the provision maintenance of plant and system of work.
Arrangement for ensuring safety in use, handing, storage and transport of articles and substances.
Trade union and workplace representation.
Trade unions are independent, membership-based organization of workers that represent
and negotiate on behalf of working people. Most of the craft unions began as local unions which
then joined together to form national unions. There is variation in administration structures of
both the unions (Liebregts. and Stam, 2019). The role that both local and national trade union
play to negotiate of behalf of their members in terms of pay, working hours, promotion etc.
Marks & Spencer's collective agreements bind the members who signed trade union. This
agreement protects the members from arbitrary terminations and lay off. Among the discipline,
grievance and redundancy, Marks & Spencer considers discipline as the best practice.
LO4
P7. Application of HRM practices in a work related context.
Job Specification.
Marks & Spencer

Position : Store Manager
Description
Store Manager has to develop strategies to raise customers pool, optimize profits and
traffic of the store, meeting the sales goals by training, motivating, mentoring and providing
feedback to the staff.
Experience
3 years experience as store manager at any retail store.
Education
Graduation in any discipline
Post Graduation in Business Administration
Key skills required
Work well under pressure and with deadlines
Strong leadership and interpersonal skills
Multitasking skills
Salary
£31110
* No restriction on age and sex

CV
Linda Thomas
[phone]
[e-mail]
Career Objective
Looking for a reputed organization where I can deploy my skills and add to
organization's growth and myself.
Professional Profile
Store management professional looking for the position of store manager in any retail store. I
have been a part of retain industry for last 5 years and has done 1 year internship in retail
management, worked as marketing and finance executive for 2 years, also been customer
relationship manager for 2 years.
Core Skills
Management skills
Customer relation and management
Decision-making skills
Research skills
Communication skills
Multitasker

Positive attitude
Effective planning skills.
Education profile
Graduation in commerce
MBA in Accounting and Finance
Diploma in logistics management
Work Experience
Was an intern in retail management for 1 year.
Worked as marketing executive for 2 year.
Worked as a customer relationship manager for 2 years.
Declaration
I hereby declare that all the information provided above are correct to the best of my
knowledge.
John Smith
Interview Questions
Q1. Can you tell me little about yourself?
Q2. Why you want to work with our company?
Q3. Why should we hire you?
Q4. Tell me about the toughest decision you had to make in the last six months?
Q5. How you see the position of store manager?

Q6. Where do you see yourself in 5 years?
Job Offer
Marks & Spencer
29 September 2020
Dear, Miss Linda Thomas
Congratulations on being selected for the position of Store Manager. We request you to join the
store and take the hold of your position on 11th October 2020. We hope you will have a great
journey and will add more growth and potential in your job as well as career ahead.
This is John Smith Human Resource Assistant
Human Resource Department,
Marks & Spencer
CONCLUSION
In this report has been summarized key roles and responsibilities of HRM that they
performed in the companies to led success in their businesses. Strength and weaknesses of
recruitment and selection process has evaluated in this report. Benefits of different practices for
the employer and employee’s perspective has been concluded in this brief study. It can be
summarized significance employee relation and legislation in respect of promoting HRM
decision-making process in this report.

REFERENCES
Books and Journals
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Carey, P., 2018. Data protection: a practical guide to UK and EU law. Oxford University Press,
Inc..
Chams, N. and García-Blandón, J., 2019. On the importance of sustainable human resource
management for the adoption of sustainable development goals. Resources,
Conservation and Recycling. 141. pp.109-122.
Gardner, J., 2018. Equality for the few:: A critical analysis of the Equality Act 2010 (UK) from
the perspective of gender equality in the workplace.
Hale, A. and Booth, R., 2019. The safety professional in the UK: Development of a key player
in occupational health and safety. Safety science. 118. pp.76-87.
Jørgensen, F. and Becker, K., 2017. The role of HRM in facilitating team ambidexterity. Human
Resource Management Journal. 27(2). pp.264-280.
Liebregts, W. and Stam, E., 2019. Employment protection legislation and entrepreneurial
activity.International Small Business Journal.37(6). pp.581-603.
Michael, A., 2019. A handbook of human resource management practice.
Nura, S., 2019. THE ROLES OF GOOD EMPLOYEE RELATIONS TOWARDS ACHIEVING
ORGANIZATIONAL OBJECTIVES. Journal of Business Innovation. 4(1). p.49.
Papa, A., Dezi, L., Gregori, G.L., Mueller, J. and Miglietta, N., 2018. Improving innovation
performance through knowledge acquisition: the moderating role of employee retention
and human resource management practices. Journal of Knowledge Management.
Runhaar, P., 2017. How can schools and teachers benefit from human resources management?
Conceptualising HRM from content and process perspectives. Educational Management
Administration & Leadership. 45(4). pp.639-656.
Sivapragasam, P. and Raya, R.P., 2018. HRM and employee engagement link: Mediating role of
employee well-being. Global Business Review. 19(1). pp.147-161.
Stahl, G.K., Brewster, C.J., Collings, D.G. and Hajro, A., 2020. Enhancing the role of human
resource management in corporate sustainability and social responsibility: A multi-
stakeholder, multidimensional approach to HRM. Human Resource Management
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Vera, D.A., 2018. Employee-employer relationship and its impact on an
organisation. Экономика и общество. (1). pp.30-37.
Online

Top 5 Benefits of Human Resource Management. 2019. [Online]. Available Through<
https://zoetalentsolutions.com/top-5-benefits-human-resource-management/>
7 Human Resource Best Practices. 2020. [Online]. Available Through<
https://www.digitalhrtech.com/human-resource-best-practices/>