Functions of HRM in Human Resource Planning

This document discusses the functions of HRM in human resource planning, including managing employee relations, training and development, and maintaining high morale. It also explores the strengths and weaknesses of various recruitment and selection methods. The significance of HRM practices for both managers and employees is highlighted, along with the impact of employment legislation on HRM decision-making.

Human resource management

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Explain functions of HRM that is applied to different human resource planning of
organization..................................................................................................................................3
P2 Strength and weaknesses of various methods to recruitment & selection..............................4
TASK 2............................................................................................................................................7
P3 Significance of various HRM practices within company for both manager AND employee.7
P4 Efficiency of various practices of HRM in context of increasing profit margin....................8
TASK 3............................................................................................................................................9
P5 Significance of employee relation in term of influencing decision making of HRM.............9
P6 Key factors of employment legislation and effect upon HRM decision-making...................9
TASK 4..........................................................................................................................................10
P7 Application related to HRM practices and work related context..........................................10
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Human resource management is an appropriate administration of resources that is needed
for smooth operation of functions of business organization. It can be administration of
subordinate in organization so that it assists administration in achieving competitive edge. This
report is depending upon Marks and Spencer it. It is the International organization provides
different quality of products such as clothing, home product as well as food product and many
more. The firm was given by Michael Marks in the year of 1884 and it is located in UK. This
assignment will also provide a discussion regarding purpose and scope of Human Resource
administration in context of resource and also assess the efficiency of significant element of
HRM. Moreover, there is a discussion regarding micro and macro environmental factor that
impose direct influence on decision taken by HR (DeCenzo, Robbins and Verhulst, 2016).
TASK 1
P1 Explain functions of HRM that is applied to different human resource planning of
organization
Overview of company Marks and Spencer is international retailing company that was
given in the year of 1884 at UK. The organization produces superior quality product like food
product, home product and clothing. There are around 80,787 subordinate perform their work
under this organization. The income of this organization is around $10377.3 million and net
income is around $37.3 million. The mission of company is to provide superior quality goods to
its user. The vision of organization is to produce standard quality product as compared to its
rivalries that offer superior experience to its user. The objective of company is to provide
superior quality goods to its user at a time. Human resource administration signifies the method
of administration of individual person of organization. This process involves preparation,
achievement and motivating or influencing individual person (Brewster and Hegewisch, 2017).
Purpose and function of HRM there are different function in relation to HRM that is given below
Managing employee relation the manager of organization organized different program
that is advantageous for them in their personal as well as professional level. In context of Marks
and Spencer, if the relation between employee are superior then advantages for organization
because when both employees and manager operating their business with mutual understanding

that assist in success of organization. It also helped in resolving the conflict among different
employees at a time.
Training and development it is considered as other function or element of HRM that is
advantageous for organization to deliver skill and talent to its staff member. In context of Marks
and Spencer, the management team of organization organized training and development program
for gathering information in relation to latest technology and increase those skill or knowledge
which is considered as a weak. The purpose is to handle different activities and functions of
organization in improved manner and maintain appropriate coordination among different
department of company (Wilton, 2016).
To maintain high moral the aim of HRM is to build moral of subordinate for conducting
their task in effective manner. It assists in influencing subordinates for enhancing profit margin
and level of productivity of organization.
Scope of HRM the scope of HRM is going to be mentioned below
Personal aspect it signifies with worker preparation, hiring, selection, promotion,
provide bonus and many more (Mitchell, 2018).
Welfare aspect it deal with different condition of working like housing, transportation
health and safety and many more.
Significance in context of Marks and Spencer, the administration is very essential for
offerings all information regarding organization and its mission and objectives. In this company,
the HR professional focuses on designing policy for growth and enhancement. By recruiting or
choosing talented subordinate for company they help them to achieve goal in stipulated time
period.
P2 Strength and weaknesses of various methods to recruitment & selection
Workforce planning it signifies the procedure of assessing, anticipating and human
resource planning, assessing gap and controlling target of talent management to make sure that
the organization has proper employees (Brewster, Mayrhofer and Morley, 2016). In reference of
Marks and Spencer, it signifies method of handling subordinates or in order to assess suitable

candidate with necessary skill in proper job to achieve objective of organisation. There are
different methods of workforce planning that is going to be mentioned below:
Tactical planning it is the method of Human Resource Planning which is adopted by
company to provide support to whole strategy. In Marks and Spencer, this method was used in
making adjustment of stakeholder of organization for bringing changes.
Recruitment and selection recruitment is considered as a process of finding, crossing
choosing and recruiting skilled employees for available vacancy of organization. In reference of
Marks and Spencer, the HR of organization organized process of recruitment to recruit
competent applicant that assist in growth of organization. There are different goals related to
recruitment which is given below:
 To attract proper or appropriate candidate for filling available vacancy.
 To make sure that recruitment activities or function make contribution to achieve aim of
organization.
 To organize activity of recruitment in cost suitable way.
There are mainly two types of recruitment that is given below:
Internal recruitment in context of Marks and Spencer, it is a process by which the
administration fill-available vacancy by transferring, promoting within business organization.
STRENGTHS WEAKNESSES
It is advantages because it assists in increasing
moral or confidence of subordinate and also
creates opportunity for growth for available
employees.
The weakness of recruitment is it generate
barrier for entering fresh ideas in business
organization (Banfield, Kayand Royles, 2018).
External recruitment in context of Marks and Spencer, it is the approach of hiring
applicant by using external method like offering notification, advertisement and many more.
STRENGTHS WEAKNESSES
The strength of external recruitment is to offer
an opportunity to fresh talent which
The weakness of this is it demotivate applicant
who are not chosen by organization. It is

organization needed to remain competitive. considered as a costly and time consuming
procedure.
Selection is a procedure of selecting competent applicant with needed qualification to fill
available job vacancy of organization. In context of Marks and Spencer, there are different
methods like interview testing and so on which is adopted by administration to select proper
candidate.
Interview it signifies face to face interaction as well as communication procedure. In
context of Marks and Spencer, the administration offer different kind of method to select proper
candidate for company by providing face-to-face interaction and ask different question regarding
qualification and that is connected to particular job role.
STRENGTHS WEAKNESSES
This procedure is advantageous for
organization because it assists in offering
talented candidate to organization that assist in
improvement of company.
On the other hand. it is time consuming
procedure and through selection method the
management team does not receive accurate
information regarding candidate.
Training and development it is considered as a procedure that is adopted by company to
enhance knowledge of subordinate so that they focus on making contribution towards
development of Organization (Bröckermann, R., 2016). In reference of Marks and Spencer, the
management team of organisation conducts these types of function for increasing skill of
employees. There are two methods of training and development such as on the job or off the job
training method.
Off the job training it is a procedure in which employees taken training outside the
organization. In context of Marks and Spencer, the management team of organization can
forward its subordinate to outside the organization for training purposes by using various
programs that are organized or conducted by headquarter of company.

Performance management in context of Marks and Spencer it is a procedure which is
adopted by organization to make sure that all individual person of organization have awareness
regarding performance level expected from them as per their role. It is advantageous for
organization because through it, the management team can assess the performance level of
subordinate and company. There are different methods of performance management like
comparative, result and behavior and many more.
Comparative approach it is performance management method that is adopted by
administration of organization to assess the performance level of subordinate. It is adopted by
Marks and Spencer to assess the performance level of subordinate. Herein, the management
adopts ranking method like 123 and offer grade such as ABC to control the performance of
employees.
Reward system it is a procedure of bringing favorable results in relation to performance
of employees. In context of Marks and Spencer, the employees provide a contribution regarding
objective of organization and achieve reward for their superior performance. Approach or
method of reward is given below.
Total reward approach this method signifies six factors such as compensation,
recognition, talent improvement, efficiency in work life and many more. This approach provides
description regarding strategy of organization that helps in influencing subordinate of
organization to perform their working good manner (Wehrmeyer, 2017).
TASK 2
P3 Significance of various HRM practices within company for both manager AND employee.
There is different benefit of various HRM practices for both of them is going to be mentioned:
Benefit to the employee
Safety and security the organization offer benefit or advantages to its subordinate for
adjusting them in environment of company without feeling any kind of insecurity. In reference of
Marks and Spencer, the manager of organization offer healthy environment to its subordinate for
performing their work in a better way.
Flexible working option it is other advantages which is provided by different
organizations to its subordinate. In reference of Marks and Spencer, the management of company

offer negotiable working hours to its staffs that are not able to come in office and also offer part
time work option or work from home as per their needs.
Benefit to employer
Reducing cost of training in context of Marks and Spencer, the employer performs their
duty in order to offer training to its subordinate. In context of induction program, the employee
offer appropriate training that help in growth in future period of time.
Increase productivity in context of Marks and Spencer they focus on increasing
productivity of company. The management team offer flexible working option to its subordinate
who performs their work on home which is more productive for them. It assists in enhancing
productivity of organization.
P4 Efficiency of various practices of HRM in context of increasing profit margin
There are different practices of HRM that is adopted by Marks and Spencer to increase
profit margin that is given below:
Motivation it is determined as significant practices of HRM which is advantageous for
enhancing profit margin of organization. In context of Marks and Spencer, the management team
focuses on providing effective motivation program to its subordinate in order to feel them
motivated and perform their task in proper manner (Kavanagh and Johnson, 2017).
Retention it is another practices of HRM which is necessary for increasing productivity
level. In reference of Mark Spencer, the administration focus on sustaining skilled subordinate
by offering different benefits such as compensation, promotion and incentive and many more.
Training in context of Marks and Spencer, through training program the management
can enhance its profit level. The organization offer effective training session for collecting more
information regarding updated technology and improving skill regarding innovative technology.
On the basis of above mentioned elements that there are various practices of HRM that
provides advantages for increasing or enhancing profit margin of organization. If the
administration of organization offer training and motivational session to its subordinate that help
in increasing knowledge regarding them and they feel motivated towards improvement or
development of organization.

TASK 3
P5 Significance of employee relation in term of influencing decision making of HRM
Employee relation signifies the efforts of organization for handling relationship among
worker or manager. In context of Marks and Spencer, employee relation signifies superior
relationship between employees and employer. It is necessary to create a strong relationship for
taking appropriate decisions and resolving different types of issues. Superior relation among
manager and employees assists in decreasing the chances of conflict or grievances. It helps in
managing loyalty of subordinate because if senior manager communicate or interact with them
and assist in solving problems in an appropriate manner than they take participation in decision
and share their ideas and opinions (Wu, Nurhadi and Zahro, 2016).
Effective communication system is significant for building appropriate relation because
they both interact with each other in a good manner and also share their views and ideas that
assist company to take appropriate decisions in a timely manner.
Flexible working arrangements are also advantageous for organization to maintain
appropriate relation with its subordinate. The management team of organisation focus on
maintains appropriate relation in term of flexible working option. There are various examples of
flexible working hours such as shift work, overtime, part time work and many more
P6 Key factors of employment legislation and effect upon HRM decision-making
Employment legislation is an act which signifies all kind of employment protection
methods that provide security to its subordinate from any kind of unethical action within an
organization. In reference of Marks and Spencer, there are various legislations that is given
beneath:
Equality law 2010 it is an act which is given by Government of UK for given security to
its staff member. In reference of Marks and Spencer, they follow this kind of law in an effective
manner. If there is any kind of favoritism, the staff member can inquire for law to assist their
need. In reference of Marks and Spencer, the law also enhance worker in positive manner by
offer equal rights to them (Smith, 2016).
Discrimination act 1975 this is given by UK Parliament to provide security or safety to
both men and women and does not discriminate on the basis of race, religion as well as many

more. In reference of Marks and Spencer, the organization offer equal rights to subordinates and
offer training program for employees who perform work in team.
Sex discrimination act this act was given in the year of 1975. This act protects
subordinate from any kind of discrimination in term of gender. They provide equality at
workplace. The Marks and Spencer provide security to its employees regarding discrimination.
The HR administration provides compensation or remuneration to both men as well as women.
They must provide leave and Grievance policy to both men and women.
There are various legal methods that help in ensuring for hiring candidate which impose
direct impact on decision taken by organization (Moutinho and Vargas-Sanchez, 2018).
TASK 4
P7 Application related to HRM practices and work related context
Job specification for HR Assistant manager
Job title: HR assistant manager
Job overview: Marks and Spencer focuses on identifying assistant HR manager who possess
superior communication skill. The individual person must possess the capability of perform
multitask at a time.
Role and responsibility:
 The individual person focuses on scheduling interviews, events as well as meeting and
many more.
 It is the duty of HR manager to provide cooperation in training program in an effective
manner.
 It is the responsibility of HR manager to provide administrative support to employee of
organization.
Qualification:
 Bachelor degree in human resource management
 Master degree in Human Resource Management
Experience:
 Possess information regarding computer and connected to mail and MS Office.

 2 year experience in the position of HR assistant
Skill:
 Superior communication skill.
 Good problem solving skill and taking effective decision at a time.

Person Specification for Post of HR manager
BASIS ESSENTIALS DESIRABLE
Education  Bachelor degree
needed in Human
Resource
Management. Master
degree in the field of
Human Resource
Management.
 Other educational
diploma in the field of
Human Resource
Management.
Skill  Strong communication
as well as critical
thinking capability.
 Superior decision
making skill or
knowledge.
 Required to possess
information regarding
computer and other
latest technology such
as mail, MS Office and
many more.
Experience
 At least one year
experience for the
position of HR
training.
 Minimum 2 year
experience for the
position of HR
executive.
 2 year of experience
for the position of HR
assistant management
in well reputed
company.
Documentation  Job certificate in
related to first job
 Educational as well as
achievement
documents. Address
proof and passport etc.
 Permanent license of
driving at UK.

Interview questions for HR assistant manager
 How appropriately you manage conflict with subordinate?
 What kind of financial statement do you have experience with?
 Explain the time you take for taking appropriate decision regarding organization?
 What would you do when subordinate was underperforming?
 Which recruitment as well as selection method you choose for getting opportunities
regarding hiring candidates?

Job offer letter for HR assistant manager
HR manager
Michael Anderson
Marks and Spencer, UK
Date 28/05/ 2020
To,
Mr. Joseph Brick
We are happy to inform you that you are selected for the position of HR assistant manager and
company named as Marks and Spencer. You are required to fill form on our website. The rule as
well as responsibility you need to perform such as:
 Corporate project like meeting, events and service.
 Offer management that influence HR executive.
 Organized, accumulate and change the record or documentation of organization.
 Update the requirement of online job position when needed.
You can join the company from the date 28/06/ 2020
The office timing will be 9:00 am to 6:30 pm
Your CTC is 30000
Vacation as well as advantages in relation to information that is given in offer letter.
Your sincerely,
Michael Anderson

CONCLUSION
On the basis of given information, it has been assess that HR administration is very
important for growth of company. It is necessary because it was just the proper or appropriate
administration of subordinate, activities and function of organization. It is also necessary for
appropriate administration of organizations that help in acquire talent to gain objective of
organization. HRM practices such as flexible working option, motivation and training is
necessary for increasing productivity of company. Employee legislation like equality law,
discrimination act are necessary for smooth operation of organization and offer equal rights to
subordinate for perform work in effective manner. . Moreover, there is a discussion regarding
micro and macro environmental factor that impose direct influence on decision taken by HR.

REFERENCES
Books and Journals
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of human resource
management. John Wiley & Sons.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in european human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Wilton, N., 2016. An introduction to human resource management. Sage.
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European resource
management. Springer.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Bröckermann, R., 2016. Personalwirtschaft: Lehr-und Übungsbuch für Human Resource
Management. Schäffer-Poeschel.
Wehrmeyer, W. ed., 2017. Greening people: Human resources and environmental management.
Routledge.
Kavanagh, M.J. and Johnson, R.D. eds., 2017. Human resource information systems: Basics,
applications, and future directions. Sage Publications.
Wu, M.C., Nurhadi, D. and Zahro, S., 2016. Integrating the talent management program as a new
concept to develop a sustainable human resource at higher educational institutions. International
Journal of Organizational Innovation (Online), 8(4), p.146.
Smith, A., 2016. Experiential learning. Edward Elgar Publishing Limited.
Mitchell, B., 2018. Resource and environmental management. Oxford University Press.
Moutinho, L. and Vargas-Sanchez, A. eds., 2018. Strategic Management in Tourism, CABI
Tourism Texts. Cabi.