Importance of Employee Relations in Influencing HRM Decision-Making

This article discusses the importance of employee relations in influencing decision-making in human resource management. It explores how positive employee relations can impact the overall performance and productivity of an organization.

Human Resource
management

Table of Contents
INTRODUCTION...........................................................................................................................4
TASK 1............................................................................................................................................4
P1. Explanation of purpose & functions of human resource management, relevant to
workforce planning & resourcing a company.............................................................................4
P2 Explain strength & weaknesses of various approaches to recruitment as well as selection. .6
TASK 2............................................................................................................................................8
P3 Benefits of various human resource management practices to both employee and
employer......................................................................................................................................8
P4 Evaluation of various HRM practices in context of increasing productivity & profitability 9
TASK 3............................................................................................................................................9
P5 Significance of employee relations in context to influencing Human resource management
decision-making..........................................................................................................................9
P6 Key elements of employee legislation along with its influence on HRM decision-making..9
TASK 4............................................................................................................................................9
P7 Application of human resource management practices ........................................................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resource management is defined as a business practice of hiring, deploying as
well as managing employees prevailing in the organisation. In addition to this, it is a term used to
define formal system that involve management of all the people of a company. The major role of
HRM is staffing, employee relations and compensation & benefits as well (Analoui, 2018). It is
important for Human resource department of an organisation to focus on performing all their
roles in an effective manner as it has a positive impact on the overall performance and
productivity of a company. In the present report, Marks and Spencer is chosen as base company.
It is a British multinational retailer which was established in the year 1884 and its head office is
located in London, United Kingdom. The company specialise in home products, clothing &
foods products as well. It has around 1500 stores globally which directly shows company has
high market presence as well as market share. The present report will discuss about function,
scope and purpose of human resource management. Along with this, various approaches of
recruitment and selection is describe with its strength and weaknesses. Further, HRM practices
and significance of employee relation is elaborated and employment legislation is also discussed.
In the last, application of human resource management in a work associated context is described
in a proper manner.
TASK 1
P1. Explanation of purpose & functions of human resource management, relevant to workforce
planning & resourcing a company
Human resource management plays a crucial role in every organisation as it directly
contributes towards the performance of company by performing various roles such as
recruitment and selection, compensation and benefits, training and development and many more.
All this assist Marks and Spencer to achieve organisational objectives within stipulated time
period. The purpose, scope as well as functions of human resource management is given below
in relation to respective organisation:
Purpose of human resource management: The primary motive of HRM is to maintain
good and effective relationship with all the staff members of an organisation. Another purpose is
to focus on enhancing the productivity and efficiency of staff members by motivating them in an

appropriate and effective manner so that overall objectives is attained on given time frame
(Armstrong and Taylor, 2020). With reference to Marks and Spencer, its Human resource
manager emphasis on maintaining relationship with employees by fulfilling their requirements in
a proper manner. In addition to this, they also develop an appropriate payroll structure that
enhance the performance of employees of respective organisation.
Scope of human resource management: It is analysed that the scope of HRM is wide in
nature which consist of manpower planning, remuneration, retrenchment, incentives, transfer,
lay-offs and so on. It also include more benefits given to staff members such as recreation
service, medical assistance, rest rooms, health and safety and many more. It is determine that all
this activities assist an organisation to increase their level of performance and productivity that
has positive impact revenue and profitability of an organisation.
Functions of Human resource management:
Recruitment and selection: It is consider as one of the important function played by
HRM of an organisation. Recruitment is basically a process of hiring an effective and talented
candidate from the whole population who has the potential to implement all activities of an
organisation (Bailey, 2018). In relation to Marks and Spencer, its human resource manager adopt
various methods of recruitment and selection such as telephonic interview, face to face
interview, aptitude test and so on that help in selecting best candidate for the respective
organisation.
Performance management: Another function performed by HRM is performance
management. The HR department analyse & evaluate performance of employees according to
their set standards and expectations as well. This help company to make improvements and
enhance their productivity level in an appropriate manner. It is analysed that HR manager of
Marks and Spencer analyse employee performance on continuous manner and give reviews to
staff members according to their work performance. This assist organisation to improve the
performance of employees and earn higher profits and revenue level as well.
Compensation and benefits: One of the essential function of human resource
management is to provide compensation, rewards and other benefits to employees on time so that
they can work with full potential and retain with company for longer time period. In relation to
Marks & Spencer, its HR manager focuses on performance level of staff members and provide
them rewards and other benefits which influence them to meet with the targets of company. The

benefits given by Marks and Spencer are family insurance, pension schemes, bonus, holiday
packages, car insurance and many more. This will help company to increase productivity of
company and strengthen its market position as well.
Along with this, there are also other functions performed by HR management such as
providing training, compensation and benefits, workforce planning and many more. This will
help company to attain organisational objectives within given time period.
P2 Explain strength & weaknesses of various approaches to recruitment as well as selection
There are various approaches of recruitment and selection that is adopted by an entity
with an aim to hire and select best candidate for the company (Banfield, Kay and Royles, 2018).
The methods used by HR manager of Marks and Spencer along with its benefits and weaknesses
is given below:
Recruitment: It is basically a procedure of approaching people to apply for the vacant
position of a company. In addition to this, it assist company to short-listing new blood and fresh
idea that leads towards growth and development of an organisation. Along with this, it is an
appropriate way to find the suitable and best person from the pool of candidates according the
requirements of company. The approaches of recruitment adopted by Marks and Spencer is given
below:
Approaches of recruitment
Internal approach: In this type of recruitment approach, organisation place their own
staff members for the vacant position that is for different position of company. In addition to this,
company take suggestions from its employees as they have any candidate to approach and give
priority to them in order to fill vacant position. The strength as well as weaknesses of internal
approach is mentioned below:
Strength: One of the major strength of internal recruitment approach is it save money and
time of higher authorities as they are already familiar with policies, culture & norms of company.
Weaknesses: The weaknesses of internal recruitment approach is it decline the level of
creativity and unique idea as staff members did not bring fresh talent in company that is
significant for an entity to earn profits and generate revenue as well (Berman, 2019).
External approach: It is basically a process of finding & attracting people from the
outside of organisation. Herein, company uses external sources in order to find relevant and

suitable person of a company. The strength & weaknesses of external approach is mentioned
below:
Strength: The major strength of external approach is it brings creative, fresh & unique
idea in a company which help an organisation to attain growth and development effectively.
Weaknesses: It is analysed that hiring new candidate by using external approach is a time
consuming and lengthy procedure which sometimes decline the performance and profitability of
an organisation.
Selection: It is basically a method of selecting best & effective candidate for the
organisation that meets with the requirement and criteria of vacant job position. The approaches
used by HR manager of Marks and Spencer for selection is given below:
Approaches of selection
Telephonic interview: It is consider as an easiest form of selection process and herein,
company choose candidates for further process by asking questions to candidate via telephone
(Boella and Goss-Turner, 2019. The strength as well as weaknesses of telephonic interview is
given below:
Strength: It is cost saving procedure of external approach and also covers broad area as
well. Foe example, a call of 10 to 15 minutes occur a small amount to an organisation rather than
using other approaches of selection.
Weaknesses: It is determine that telephonic interview not resulted out a proper data of an
individual. In addition to this, it does not assist in knowing the attitude and behaviour via
telephonic interview.
Face to Face interview: Herein, face to face interaction between the employer and
candidate is take place in a proper manner. The employer ask question to the candidate as per
their knowledge and experience. In addition to this, it help in gaining understanding about
behaviour and attitude of a person in a proper manner.
Strength: It assist employer to gain insight about attitude, tone, gesture and language of a
person which in turn help in selecting suitable and effective staff members of company.
Weaknesses: It is a time consuming process and also occur cost to company which is not
advantageous for an entity.

TASK 2
P3 Benefits of various human resource management practices to both employee and employer.
HRM practices is termed as a system which encourage, develop, attract and retain staff
members of an organisation. In addition to this, it emphasis on proper execution of activities
which has positive impact on the profitability and performance of company at marketplace
(Chiang, Han and McConville, 2018). It is determine that human resource management practices
makes staff members effective which ensures personal development and growth that has impact
on productivity & profitability in a positive manner. The HRM practices used by Marks and
Spencer is mentioned below with its advantage to employee as well as employer:
Reward & Benefits: It is significant for a companies to provide them benefits and
rewards equal to their level of performance. It encourage or motivate staff members of Marks
and Spencer to put their efforts in meeting with the targets of company. The company offer both
monetary and non-monetary benefits like car insurance, bonus, family insurance, holiday
packages and many more. This encourage staff members to work with fill potential and take
interest in activities of an organisation.
Benefits to Employer: It is determined that providing various benefits motivate employees to
enhance their performance level that improve productivity as well as profitability of Marks and
Spencer.
Benefits to Employees: Getting extra benefits & rewards assist staff members to fulfil
requirements of their family easily and improve their living standard as well.
Training & Development: It is undertaken as one of the significant human resource
management practices that aid in increasing the level of skills and knowledge of employees in an
effective manner. In relation to Marks and Spencer, it provide training to the new and existing
employees in order to make them aware about policies, working procedures, technologies used
by company. It help staff members to systematically carry out activities and operations that has
positive influence on productivity of an organisation.
Benefits to Employer: It is determine that raise in skills, knowledge and competencies of staff
members improve productivity and performance of an organisation (Järlström, Saru and
Vanhala, 2018). In addition to this, it help Marks and Spencer to strengthen its market
performance and earn higher profits in a proper manner.

Benefits to Employees: It is stated that giving training session help employees to gain personal
growth as well as development. Along with this, it improve the skills and capabilities of
employees due to which they are able to achieve better opportunities in future.
P4 Evaluation of various HRM practices in context of increasing productivity & profitability
The major purpose of an organisation is to retain in market for longer time and earn
higher profits as well. It is determine that the growth and profitability of an organisation is rely
on productivity as well as efficiency of implementing activities & operations. With reference to
Marks and Spencer, the impact of human resource practices on productivity & profitability are as
follows:
Rewards and benefits: It is significant for higher authorities and HR manager of Marks
and Spencer to keep on motivating and influencing employees on a continuous and proper
manner. This assist organisation to make employees put their full potential and take interest in
executing activities of company. This directly has positive impact on performance of staff
members which in turn leads to enhancement of profitability of Marks and Spencer.
Training & Development: One of the major purpose of conducting training session is to
enhance the skills as well as knowledge level of staff members. In relation to Marks and Spencer,
it give training to all its staff members whether is new or existing with a view to make them
aware about policies, technologies used by the organisation (Kaufman, 2019). This help
company to systematically and smoothly carry out activities that has positive impact on
performance as well as profitability of respective organisation.
TASK 3
P5 Significance of employee relations in context to influencing Human resource management
decision-making
Employee relation determines the overall efforts for managing relation with staff member. In
reference of Marks and Spencer, there is a need to maintain positive relationship with it
subordinates that helps in dealing with various issues in an appropriate manner. It is determined
as the significant for both employers and employees which is going to be mentioned below:
 Healthy relation is determined as a helpful in decreasing the turnover of its staff member
that helps in performing their work in an appropriate manner. It helps n providing
training to its staff in order to resolve conflicts

 It also helped in enhancing the productivity level of subordinate and also increase the
efforts as well as contribution according to the skill and it also enhance income and
productivity in future period of time.
Employee engagement is determined as a significant factor that helps subordinate in
enhancing their level of satisfaction. The strategy can be adopted by organisation and there is a
need to emphasis on different aspect that is given below:
 Engagement of flexibility according to the schedule of work and enhance productivity for
increasing contribution level (Morgeson, Brannick and Levine, 2019).
 The HR manager of organisation focuses on taking feedback that help in understanding the
issues in an effective manner and also helpful in resolving them.
P6 Key elements of employee legislation along with its influence on HRM decision-making
There are various employment legislations which are given by local, state and Federal
government. It is important for organisation to follow laws that must be connected to the
subordinate. Therefore, there are various laws as well as legislation which is going to be
mentioned below:
Health and safety laws it is significant for organisation to provide security or safety to its
employees. It helps them in performing their work in an appropriate manner. In reference of
Marks and Spencer, the HR manager of the company follows all laws as well as legislation in
order to provide security or safety to its staff member.
Discrimination act this law was founded by government of UK in order to eliminate any
kind of discrimination within business organisation in term of age, culture and gender and many
more. It is necessary for organisation to improve favourable mind set of employees and execute
different operation in good way.
Equality act: This law was given for giving equal treatment to its staff members within
business organisation. In addition to this, it helps the subordinate in providing equal opportunity
to them (Noe, Hollenbeck and Wright, 2018). In context of Marks and Spencer, the HR of the
company provide equal treatment to all employees within business organisation.

TASK 4
P7 Application of human resource management practices
By identifying the present requirements of respective organisation, it is analysed that in
Marks and Spencer, the need of receptionist is arise for their stores (Randev and Jha, 2019). The
requirements is given below:
JOB DESCRIPTION
Job title: Receptionist
Reported to: Manager of Administration
Job summary: The receptionist is responsible to perform various functions line managing
paperwork, handling customers of the company.
Responsibilities:
 Keeping records of customer along with time of checked in and checked out
 Properly answer phone calls
 Handling customer queries Give suggestions for activities of customers
Qualifications:
 Effective interpersonal and managerial skills
 capability to handle more then one task at a time
 Degree equivalent
 Good customer service skills
JOB ADVERTISEMENT
We're HIRING !!
Receptionist (Full-Time)
It is a chance for individuals to join with us and become part of Marks and Spencer family. We
are hiring for full-time receptionist in our stores.
An overall of 42 hours hours a week of working along with various benefits. Training is
provided for 7 days. The deadline for applying for vacancy is 10th October, 2020.

Pay and Benefits
-England Living Wage
-20 Days Annual Leave
-Pension Scheme
Contact us today
If any of you are fascinated to working with us or have any
relative interested please contact with us on given mail id and
address :
 info@marks ans spencer.co.uk
 or send you CV to 489 Axile Lane, W45 WCX
OFFER LETTER
Marks and Spencer.
October 22nd, 2020
XYZ
Dear XYZ,
We are glad to communicate you that you are recruited to work as a receptionist with our
company by passing all the rounds of hiring. We have conducted procedure to identify your
knowledge, skills, background and qualification and analyse that you are precious and valuable
for our organisation.
According to our discussion, you are hired for performing the role of receptionist and
your joining date will be November 1st, 2020. If you are interested, please contact us via
dropping an acceptance mail or provided official contact number .
Sincerely,
Human Resource Manager
CONCLUSION
From the above study, it is analysed that HRM plays an important role in achievement of
organisational objective. In addition to this, it help company to retain staff members for longer
time period and enhance their productivity level. There are various recruitment and selection
approaches used by company with a motive to hire best and talented candidate for the company.

It is significant for an entity to follow all the employment legislation as it help in implementing
activities in a smooth and systematic manner.

REFERENCES
Books & Journal
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processes, and problems. CQ Press.
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