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.