Human Resource Management/ Recruitment process

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
LO 1.................................................................................................................................................3
Purpose and Scope of HRM.........................................................................................................3
Different Approaches to Recruitment and Selection...................................................................5
LO 2.................................................................................................................................................7
Importance of HRM practices for employee and employer.........................................................7
Effectiveness of HRM practices enhancing the profit and productivity of organization............8
LO 3.................................................................................................................................................9
Importance of employee relationship in influencing HRM decision making..............................9
Key element of employee legislation.........................................................................................10
LO 4...............................................................................................................................................11
Application of HRM practice.....................................................................................................11
JOB OFFER Letter........................................................................................................................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human Resource Management basically works for the welfare of the employees as well
as the organization. It deals in the process of employing people, provides them training,
compensating them, develop policies accordingly and also introduce strategies which helps in the
employee retention. The report underneath will discuss the HRM and its practices in Marks and
Spencer (M&S) which is headquartered in London, UK. The company is a public limited
multinational retailer company which sells its own labelled clothes, food and home products
across the world (al Habibi, 2019).
The report will begin by discussing the purpose and functions of HRM in order to recruit the
talented employees to achieve the organizational goals along with assessing the strengths and
weaknesses of the different approaches to recruitment and selection. The benefits of HRM
practices will also be highlighted for facilitating the employees, employer and the organization's
profitability. The report will further discuss the importance of employee relations on decision-
making of HRM and the impact of major elements on employee legislation on the same. At the
end, it will evaluate the application of HRM practices with an illustration through job
description.
LO 1
Purpose and Scope of HRM
Purpose of HRM
The main purpose of HRM is to encourage the individuals in order to enhance their
performance thereby increasing the productivity. It focuses on enhancing the skills and abilities
of the individuals through organizing various training programmes and workshops in order to
gain a competitive advantage (Bailey and et.al., 2018).
The HRM of Marks & Spencer lays emphasis on fulfilling the demands of the customers by
maintaining its operations up to the mark. It also plans and implement various strategies in order
to keep the employees, employers and the customers satisfied. It optimizes the effectiveness of
the employees to increase the organization's productivity.
Functions of HRM

The HRM in every organization, whether large or small, performs various functions in
order to achieve the organizational goals and objectives (Zarqan and Sukarni, 2017). The major
functions performed by the HRM in M&S are as follows:
Managerial Functions
Planning: The HRM decides the type and number of employees required to achieve the desired
results. Planning of HRM also involves the collecting, analysing and identifying the current
needs as well as the needs which can be in the future.
Organizing: HRM in M&S allocates certain tasks to the employees according to the skills,
abilities and talents of the individual. It focuses on using their talents in the best way to achieve
the goals along with safeguarding them.
Directing: This involves the processes in which the HRM can activate the employees at different
levels so that they can contribute greatly towards achieving the goals. In M&S, HRM enhances
the employees' potentialities by constantly motivating and commanding them.
Controlling: HRM must have to keep a check on the performance of the employees even after
effective planning, organizing and directing because it must be verified that whether they are in
favour of the goals or not (Malik, Pereira and Budhwar, 2017). If the performance of the
employee is not upto the mark then, the control measures are taken.
Operative Functions
Recruitment: HRM plays a role in hiring the best candidates from the pool of candidates which
can be best suited for performing a particular job role. The employees chosen must be skilled and
talented to perform the tasks efficiently.
Analysis and Design of Job: HRM describes the nature of the job including the qualification,
experience etc. for a certain job roles. Job designing outlines the responsibilities and duties to
achieve the goals.

Performance Appraisal: It must check the employees' performance and must reward for the
best performance in order to keep the employees motivated and able to work in an encouraged
workplace where their performance is valued (Huang and et.al., 2016). M&S must reward its
employees by giving incentives, bonus, flexibility in working hours and many more.
Training and Development: The HRM in M&S must organize various training programs which
can help the employees to acquire new skills which make them ready for the new challenges and
responsibilities by building a sense of confidence in them.
Salary administration: It also decides the salary of the employees according to their work and
ensures that it is doping justice with the hard work of the employees and be given at the decided
time. It also maintains the employee turnover and sustains the best ones therefore minimizing the
ROI.
Labor Relations: It is the duty of the HRM to maintain good relations with the employees and
ensure strong relations among the workforce to make the environment of the workplace more
motivated thereby decreasing the chances if the conflicts. In M&S, the HRM also takes care
about the physical and mental health of the employees by listening to their problems thereby
working for the employees' welfare.
Personal Research and Record: The HRM must analyse the opinions of the employees
regarding the wages, leadership, satisfaction and many more issues. In M&S, it must also keep
the records which makes the retrieving the information like work hours, earning etc. easy.
Therefore, the HRM of M&S must perform the above mentioned functions effectively which can
increase the employees' performance and the productivity thereby achieving the overall goals of
the organization.
Different Approaches to Recruitment and Selection
Recruitment basically focuses on analysing and attracting the candidates having certain
potentialities and Selection is the process to make final decisions in order to select the best ones
through some cafeterias or tests (Solutions and Belt, 2017). Different companies follow different

methods in recruiting and selecting the best employees according to the vacancies and the skills
of the individuals. Marks & Spencer follows the following approaches in order to hire the
employees having the skills required by the company:
Internal Recruitment
Companies perform this type of recruitment through promotion or transfers or it can also
do this by changing the time or job role of the existing employees. M&S can change the
employees working temporary or part-time to permanent or full-time. This has its own strengths
and weaknesses as follows:
Merits: This saves the investment which is done in recruiting the individuals from outside the
organization making this method more cost-effective. It also helps in increasing the morale of the
employees. M&S can retain more talented employees and reduce the employee turnover by
following this approach and this will make the employees feel more motivated to perform in the
best way they can.
Demerits:This creates a limit on the choices of potentialities in the candidates. The company also
does not get the opportunity to gain fresh ideas and the innovative perspectives that are only
achieved by the new candidates because the talents of the internal candidates have been used in
achieving the goals of the company. This also increases the chances of conflict among the
existing employees.
External Recruitment
This is the process in which the company hires the individuals from outside the
organization by subscribing on job boards, post ads online or in newspapers and many more in
this approach, automated systems can be used like artificial intelligence software in order to
analyse and screen the candidates (Alam and Raut-Roy, 2019). In M&S, these tools perform by
scanning the resume or the application and if the recruiter does not find those words, it will
disqualify the application.
Merits: It gives opportunity to the recruiter or HRM to have new and fresh ideas and talents and
its various options to choose one from. It becomes easy to recruit if it uses advanced
technologies by less manual intervention.

Demerits: This approach is time-consuming and much expensive. The process of selection is
also not much efficient as it depends on the application rather than the actual talents and skills.
This sometimes recruits the unskilled individuals after analysing the formatted application and at
the same time rejects the talented candidates after going through their application which is not
formatted properly.
Interviews and Tests
These approaches come under the selection process which caries from one organization
to the other. The interviews and the tests can be online or offline depending upon the
convenience of the recruiter and the candidate.
Merits:This helps the HR managers to evaluate the skills of the candidates and the ways in which
they can be fit in certain job role in the company. The tests are more reliable and objective which
relies on the quantifiable insight and removes the biasness.
Demerits: The recruiters cannot judge the candidates as they may not be honest sometimes. It
sometimes becomes easy to pass the test but not able to perform the tasks.
Therefore, in order to select the best candidates, Marks & Spencer must organize the tests
according to the job roles along with face to face interviews which gives a complete true picture
of the candidate.
LO 2
Importance of HRM practices for employee and employer
There are many practices of Human Resource management which are exercised in M&S
and are befitting the employees as well as the employers and are as follows:
Providing security to Employees: The main factor which attracts the employees to work in
M&S is the security provided by the employer. It creates a sense of trust and loyalty towards the
employer and the employees also becomes stable after joining the company for a particular job
role. This helps the employer to have stable employees who want to work for long time to
achieve long term goals and the employees also feel much satisfied and motivated.
Selective Hiring: This involves selecting the best employees who are fit for the job helping the
employer to hire those candidates who can add more value. This increases the value of the

employees in M&S as they are hired by assessing in terms of all the aspects like skills, abilities,
personality etc. They are considered to be best fit for a particular job role which makes them
valued and motivated in order to accept the challenges (Botha and Coetzee, 2017). It also helps
the employers to have much talented employees who do not need to be trained much thereby
they can get the best feedback in terms of potentialities of the employees.
Self-Managed and Effective Teams: This practice of ensuring the management of the teams
plays a major role in enhancing the skills of the employees as well as reducing stress on the
employer. By working in a team, employees feel motivated and also learn to cope up with the
diversifies workforce. The employers also feel free from burden as they have distributed the
work among all the members. It helps in achieving the targets of the team as the different ideas
can be collected, analysed and the best ones can be selected. The employers learn to
communicate with the different people in the team which makes them able to communicate with
everyone.
Therefore, the HRM practices if exercised efficiently will benefit the employee as well as the
employer of Marks & Spencer and will help them to increase their performance and motivation.
Effectiveness of HRM practices enhancing the profit and productivity of organization
Along with benefiting the employees and the employer, the HRM practices also
contributes in enhancing the productivity and the profitability of the organizations like Marks &
Spencer which can be explained as mentioned below:
 If there is a contract between employee and the employee regarding the job security then
it can make the employees work with stable mind and without the fear of losing the job. It
makes them to work for long term goals as they have to wok for a long time. It enhances
the employee retention and the organization can use the money which was used in the
training of the employees in achieving the goals (Guerci, Longoni and Luzzini, 2016).
This increases the productivity of the organization which results in large customer base
and profitability.
 If the HRM selects the candidates effectively by focusing on all the aspects then the
organization is highly benefited by this because the talented and skilled employees will

be sincere enough towards enhancing their performance which can lead to greater
productivity. It also helps the company to increase its goodwill which can gain
competitive advantage and can help it earns a greater profit margin.
 If the HRM ensures the management and efficiency of the teams, then it results in much
better results in terms of quality and quantity because many new ideas are aggregated and
the one person is not responsible for the failure of any task (Hassan, 2016). The
productivity can be increased as many hands together do the same work in less time.
Managing the teams will help in resolving the conflicts and a motivated workforce along
with calm workplace which can increase the profitability by attracting more customers
and a good brand image.
Therefore, the effective implementation of the HRM practices can enhance the overall
productivity and profitability of the Marks and Spencer.
LO 3
Importance of employee relationship in influencing HRM decision making
Human resource management in Marks and Spencer Company has been involved in both
recruitment types’ internal as well external recruitment drives. Internal recruitment is all about
promoting company’s employees at higher designated position role in company. In case of
external recruitment human resource department recruit employees already not a part of
organisation and any designated position role in company. Employee relationship with human
resource department allows HRM to understand all different needs and requirements of
company’s employees. Many times employees requires specific training program to meet the
requirements of the designated position role (Armstrong, 2016). In that case better relationship
between employee and human resource department make the department capable of
understanding the need of employee in respect to training. Better relationship between employee
and human resource department also support employees in solving all their issues at the
organisation. Relationship between employees and human resource department also make the
department understand about the need of department in respect to human resources in all
departments. Better relationship between employees in company and human resource department

also support employees of company in getting proper resources that can support them in
delivering the best level of work efficiencies.
Key element of employee legislation
All the different employee legislations are applicable over Marks and Spencer Company
that can be projected in the following points.
Equality act: Equality law promote equality between employees at work place. Over the work
place it becomes crucial to spread equal treatment with employees of company. This act ensures
such equal treatment between employee irrespective to any specific gender, age, caste, creed,
culture and religious value of employee. All employees must be treated in equal manner no
matter how different the circumstances are in company. This act promotes such equality at work
place and in case of any breach in this legislation possible action also takes against the guilty
individuals at work place.
Anti discrimination law: Anti discrimination act also applicable over Marks and Spencer
Company. This employment legislation resists any kind of discrimination at work place. Earlier
many cases has been reported in United Kingdom related to the different treatment with
employee at work place and many unusual and negative treatment with employee at wokr place
(Dessler, 2016). This act took steps against such negative and unequal treatment at work place
with employees. This legal regulation could allow the companies based in United Kingdom to
deal against the discrimination action at work place.
Data protection act: Human resource department at Marks and Spencer Company collect many
personal and professional information related to the candidate present in the job interviews to
check the background of the candidate. Data protection act ensure the protection of the personal
data of the employee at work place. Data is an important factor associated with the employee’s
part of the company. It is the responsibility of the company to protect all the personal
information of candidate along with serving the employment opportunity to employee’s part of
the company.
Minimum wage payment act: This act ensures the minimum payment of wage and salary to all
employee associated with the Marks and Spencer Company. Irrespective of any designated
position role in company every employee must get the minimum amount of salary that can meet
all different expenditures of such employee in company (Amrutha and Geetha, 2020).

All the above mentioned laws are the primary legal regulations applicable over the Marks
and Spencer Company. Along with all the above laws many other legal regulations also company
requires fulfilling so that proper management can be done in respect to the operations of Marks
and Spencer Company.
LO 4
Application of HRM practice
Job Advertisement
Marks and Spencer Company
Position Name: Operation Manager
Location: United Kingdom
Qualification:
 MBA with 5 years of work experience as a Manager.
Preference:
Candidate having the experience as a Manager in any of the organization must give
priority over the designated position role in the selection process.
Job Description
Job Description
Job title: Operation Manager
Company — Marks and Spencer Company
Job location: United Kingdom
Core responsibilities
 Technical skills require to manage all different operations.
 Solving all different problems related to the operations.
 To ensure the best level of operation management.
 Ensure proper protection and safety measures at work place.
Day to day activities
As an Operation Manager he needs to overlook all different areas of operations like
logistics, maintenance and many other functional areas. He requires scheduling all
operations of company in such a way that timely actions can be taken in respect to
operations of company (Voegtlin and Greenwood, 2016). Manages employees all different
need and requirements involved in operations department of company. As the daily need of
product supply in all stores of company in United Kingdom.
Accountability: Operation manager is accountable for all the functional duties related to
the operation department in Marks and Spencer Company. He is also accountable to meet
all operation targets of company (Pham and et.al., 2020). Operation manager is totally
accountable for proper management and control at operation department of company.

JOB OFFER Letter
Job Offer
Date of joining: 1st Oct
Name -John Thomson
Address – Marks and Spencer House,267 Cranbrook Road, UK
Congratulations Mr. John Thomson for selecting as an Operation Manager role in
Marks and Spencer Company. We hope you get the best culture in company that can
enhance your abilities. We wish you all the luck that you will be able to deliver the best in
your potentials and ability on the designated re of operation manager at company.
Job details
 Operation Manager
 Expected date of starting - 1st Oct
 Employment status – Full time employee
 Office address - Marks and Spencer House,267 Cranbrook Road, UK
 Duties- Managing all responsibilities associated with the operation department of
company.
Deadline for accepting or declining the offer - 15th Oct, 2020
In case of any query contact us at [e-mail]
CONCLUSION
The above report covered the important aspects of HRM in organizations like Marks and
Spencer. It included the purpose and the functions of HRM along with discussing the advantages
and disadvantages of different approaches to recruitment and selection. It also evaluated the
benefits of HRM practices to the employees and the employers along with examining the
effectiveness of these practices in enhancing the organization's productivity and profitability. The
report also critically evaluated the influence of employee relations and the legislations on the
decision-making of HR. At the end, the application of HRM practices was also highlighted by
giving some examples.

REFERENCES
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