Human Resource Management/ Recruitment process

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1: Purpose and Functions of HRM............................................................................................1
P2: Strengths and Weaknesses of approaches to recruitment and selection................................2
P3: Benefits of HRM practices....................................................................................................4
P4: Effectiveness of HRM practices............................................................................................5
TASK 3............................................................................................................................................6
P5: Importance of employee relations.........................................................................................6
P6: Key elements of employment legislation..............................................................................7
TASK 4............................................................................................................................................8
P7: Application of HRM practices...............................................................................................8
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human Resource Management refers to the use of various types of strategic approaches
which enable an organization to be able to manage its human resources in a highly effective
manner (Al-Jahwari and Budhwar, 2016). In this way the managers ensure that they are able to
keep the various employees within the enterprise satisfied. It is required in the companies to
motivate the workers so that they are able to boost their productivity to achieve the distinct goals
and objectives which are set for short-term and long-term period of time. This report is based on
Marks & Spencer. It is a company which specializes in providing clothing, home and food
products to its customers. This report will focus on explanation of the purpose and scope of
HRM, evaluation of its effectiveness. Additionally, analysis on various types of factors and
application of HRM practices will be made as a part of this assignment.
TASK 1
P1: Purpose and Functions of HRM
Human Resource Management refers to an organizational function which ensures that all
the issues related to the workers in the company are managed in an appropriate manner (What Is
Human Resource Management?, 2020). In an organization, the HR department has to fulfil
various purposes. The purposes which it needs to fulfil are explained as follows-
Staffing Needs- HRM exists for the fulfilment of staffing needs within the organization
(Ayentimi, Burgess and Brown, 2018). The HR department of Marks & Spencer is therefore
required to identify these needs and ensure that they are fulfilled.
Compensation- HRM is essential so that the organizations are able to provide the right
compensation to their employees. In the context of Marks & Spencer it is very important that its
managers are able to provide the compensation which is deserved by the employees to keep them
highly motivated to achieve their goals and objectives.
Benefits- In a company there are various benefits which can be offered to the employees
along with their compensation. For Marks & Spencer, it is essential that its HR department is
able to set the right amount of benefits for the workers which will be helpful for them in the
achievement of personal as well as organizational goals and objectives.
Performance Appraisal- The employees of a company expect that their compensation
should be reviewed from time to time. For this it is quite essential for the managers to perform
1

performance appraisal. In the context of Marks & Spencer, it becomes important that the HR
department is able to do this in a highly effective manner.
Law Compliance- There are different types of laws which have to be followed by the
organizations (Chowhan, Pries and Mann, 2017). Thus the HR department of the companies has
to put its focus on fulfilling the legal requirements. Thus the HR department in Marks & Spencer
is also required to comply with the laws.
Functions of HRM-
Recruitment and Selection- In a company, the HR department is required to recruit and
select various candidates. This has to be performed by the management of Marks & Spencer.
Orientation- In a firm, the HR department has to ensure that new employees are
provided the right orientation (Ferraris, Erhardt and Bresciani, 2019). This function needs to be
performed by the HR department of Marks & Spencer.
Maintaining good working conditions- In an organization, the HR department has to
make sure that good working conditions are maintained. The HR department of Marks &
Spencer needs to ensure this.
Managing employee relations- In a firm, there is a requirement to manage the employee
relations in a proper manner. In the context of Marks & Spencer it will be helpful in maintaining
the desired productivity level.
Training and Development- An organization's employees desire that training and
development should be provided to them. For Marks & Spencer, it is important so that they are
able to enhance the overall skills and abilities of the employees.
P2: Strengths and Weaknesses of approaches to recruitment and selection
There are different approaches which are used for the purpose of recruitment and
selection within an organization (Guerci and Carollo, 2016). These are explained as follows-
Approaches to recruitment-
Internal sources- In these sources, an organization's HR department fills the vacancies
by promoting its already existing employees (Kidwell, Eddleston and Kellermanns, 2018). In this
way the workers who perform better can be rewarded and the firm is able to get good workers for
higher-level positions. It can be used by the management of Marks & Spencer so that they are
able to identify the skilled and talented workers within the company for their higher roles.
Strengths-
2

 By making the use of these sources a company can ensure that it can save on the time
taken for recruitment.
 When these sources are used within an organization it can reduce its costs incurred on
recruitment.
Weaknesses-
 The use of these sources can lead to organization selecting those workers for higher-level
roles who are not so skilled.
 When these sources are used within the firms it can lead towards less choices for the HR
department of the organizations.
External sources- In these sources, the companies are required to ensure that they are
able to identify the right skilled candidates who are seeking a job in the market (Lee and et.al.,
2019). In Marks & Spencer, these sources can be used so that the managers are able to get the
right candidates for their various positions.
Strengths-
 The use of these sources within the firms helps in getting skilled employees for different
positions.
 By making the use of these sources the organizations will be able to reduce the internal
politics in the process of recruitment.
Weaknesses-
 Using these sources for the purpose of recruitment in the companies is a costly process
which can increase the overall level of expenses.
 When these sources are used within the firms it can lead towards internal disputes
between the existing workers.
Approaches to Selection-
Interview- In this method, a face-to-face interaction is held between the interviewer and
the candidate (Martin and et.al., 2016). In Marks & Spencer, this method is used by the HR
department so that they are able to ensure that they select the right candidate.
Strengths-
 When this method is used within the companies it ensures that skilful candidates are
selected for various job roles.
3

 The use of this method in the firms helps a lot by ensuring that candidates are effectively
judged for those positions where communication skills are a must.
Weaknesses-
 The use of this approach is not sufficient enough for fully judging the skills and
capabilities of a particular candidate for a position.
 This method can be biased in the favour of certain candidates and thus affects the
equality.
Written Test- In this method, there is a comprehensive evaluation of the candidates by
testing their abilities in an effective manner (Melton and Meier, 2017). In the context of Marks &
Spencer this is a good method which can be used to screen the candidates.
Strengths-
 By making use of this method the organization can ensure that the equality is maintained
between the candidates.
 When this method is used in the firms it helps in ensuring that the company is able to get
the right candidates for different posts.
Weaknesses-
 In the companies, using this approach can lead towards consumption of more time for
hiring the candidates.
 In the firms, the use of this method increases the overall costs which are incurred in the
hiring process.
TASK 2
P3: Benefits of HRM practices
There are various types of HRM practices which can be used by the HR department of
the organizations (Muñoz-Pascual, Galende and Curado, 2020). In the context of Marks &
Spencer, the following HRM practices can be used by the organizations-
Recruitment and Selection- In recruitment and selection the HR department of the
organizations can ensure that they are able to identify the right candidates for different positions
and conduct the whole process in a fair manner. Thus the HR department of Marks & Spencer
needs to ensure that it is done fairly. For the employers it is beneficial because it helps in setting
4

a good image and for the employees it is beneficial because it shows that they work in a good
company.
Training and Development- Here, the HR department of the organizations has to ensure
that they use the best methods for providing the required training and development to the
employees. Therefore the HR department in Marks & Spencer is required to provide it to the
employees. For the employers it helps in enhancement of the level of skills of the workers and
for the employees it is beneficial in ensuring that their productivity level is increased.
Transparency- In the organizations, the HR department is required to ensure that the
right level of transparency can be maintained. Therefore the HR department in Marks & Spencer
should maintain it in an effective manner. For the employers it is helpful because it helps in
setting a good example before the workers. For the employees it helps in ensuring that they get
the required information as and when desired by them.
Employee Benefits- In the firms, the HR department is required to provide different
types of benefits to the workers. In Marks & Spencer, the HR department must aim for providing
these benefits to the employees. For the employers it is beneficial because it helps in deriving
more productivity from the workers. For the employees it is beneficial because it helps them in
getting the reward for work done by them.
P4: Effectiveness of HRM practices
There is a particular level of effectiveness of different types of HRM practices. This is so
because they are required within the organizations to ensure that employees of the company are
satisfied and are contributing at their best for the achievement of goals and objectives. It is
explained as follows-
Motivation of workers- By making use of the HRM practices, the organizations can
ensure that they are able to properly motivate the workers (Ngwenya and Aigbavboa, 2017). In
this way the HR managers of Marks & Spencer will be able to get more productivity in their
work.
Skill Enhancement- When the HR department in the companies makes the use of
appropriate HRM practices it ensures that the achievement of goals and objectives can be done.
In the context of Marks & Spencer it leads towards achievement of higher-level of efficiency and
effectiveness in performing different tasks.
5

Solving of problems of workers- By applying correct HRM practices in the companies
the managers of firms can ensure that problems which are related with the workers are solved in
an effective manner. Marks & Spencer is thus required to use best HRM practices leading
towards solving of the problems of the employees.
Increase in organizational profits- HRM practices can ensure that the organizational
profits are enhanced. This thereby helps in the achievement of goals and objectives in the future
time period. Marks & Spencer therefore is required to ensure that it is able to increase the profits
in an effective manner.
TASK 3
P5: Importance of employee relations
Employee relations refer to the efforts which are made by the organizations to ensure that
they are able to maintain the relationship with the workers (Nikolaou, 2018). There is a particular
importance which employee relations has in influencing HRM decision-making. It has been
explained as follows-
Increase in the overall productivity level- When the HR department in the
organizations maintains good relations with the employees it helps a lot in increasing the
productivity level. In the context of Marks & Spencer it is helpful in making sure that tasks are
performed in an effective manner.
Higher retention rates- Maintaining good relations with the employees is helpful in
maintaining higher retention rates. For Marks & Spencer's HR department it can be helpful as
skilled workers can be retained.
Enhanced motivation- Having good relations with the workers can help the
organizations in improving the motivation level in an effective manner. In Marks & Spencer it
can help a lot in getting the desired results from the employees.
Reduction in absenteeism- Absenteeism is a problem which is generally faced in
different companies. HR managers of Marks & Spencer must maintain good employee relations
to ensure that it is reduced effectively and efficiently.
Increased revenue- Every organization targets the enhancement of the revenues which it
earns. In Marks & Spencer, the HR department can aim for this so that the level of revenues can
be increased. This can be done if the firm's HR managers maintain good employee relations.
6

P6: Key elements of employment legislation
Employment legislation refers to the rules and regulations which are set for the
employers and are required to be followed by them to ensure that employees are treated in a fair
manner (Onik, Miraz and Kim, 2018). Some of its elements are explained as follows-
Compensation- It refers to the laws regarding compensation of the employees. They are
to paid salary or wages according to the work which they are doing. The HR department of
Marks & Spencer is required to ensure that it pays the compensation according to these laws and
thus in this way it affects the HRM decision-making.
Work Hours- It means the rules related to the working hours which an employee has to
complete. In Marks & Spencer, it affects HRM decision-making because the HR department has
to frame a policy related to it so that laws regarding working hours are followed.
Work Conditions- There are also laws related to work conditions in the organizations.
There is a requirement that a company is able to provide hygienic working conditions to its
employees. The HR department has to make sure that these are followed. In the context of Marks
& Spencer it is very crucial that hygienic work condition are maintained and thus in this way it
creates an impact on the HRM decision-making.
Rights of workers- In the employment legislation, there are various rights which are
related with workers which they can use (Oppel, Winter and Schreyögg, 2017). These relate with
various factors which concern them within the company. Every organization has to ensure that
they provide the employees a chance to use these rights. Thus, in the HR department of Marks &
Spencer it is quite essential to ensure that the right decisions can be taken so as to ensure that
these rights are maintained. Therefore in this way it can create an impact on the HRM decision-
making.
Labour Unions- The employment legislation has rules and regulations which are related
with labour unions. In Marks & Spencer, they are required to be followed if these unions are to
be created. They are required to work according to the law set for them. Thus in the context of
the organization an impact is created on the HRM decision-making.
7

TASK 4
P7: Application of HRM practices
In the organizations, there is a requirement to ensure that HRM practices are applied
effectively (Sparrow, 2016). For this purpose the following documents are required to be
created-
Job Advertisement-
8
Store Managers Required-
Marks & Spencer, a leading brand is looking for Store Managers to manage
its various stores across London. Details regarding the post is as follows-
Post- Store Manager
Working Hours- 8 hours per day
Location- London, United Kingdom
Compensation- 70,000 pounds per month + Added incentives
Desired Educational Qualifications- Graduation in any field
Work Experience Required- Minimum 5 years of experience in
managing any store
The candidates who are interested for the post can appear for the interview
with relevant documents.
HR Manager
Marks & Spencer

Job Description-
9
Position- Store Manager
Reports to- Area Manager
Desired Educational Qualifications- Minimum Graduate in any field
Work Experience Required- Minimum 5 years of experience in managing a
store
Job profile-
 To maintain the stores of the company.
 To cooperate and coordinate with the employees working in the store to
serve the customers in a better manner.
 To handle the problems and issues of the customers and to solve them
effectively and efficiently.
 To ensure smooth functioning of various operations at the store
Compensation- 70,000 pounds per month + Added incentives
Physical attributes required- The candidate should have a good personality
and must be physically active to manage the functioning of the store in a proper
manner.
HR Manager
Marks & Spencer

Offer Letter-
CONCLUSION
From the above report, it can be concluded that Human Resource Management is a
process of effectively managing the people working within the organization. In the firms, it is the
role of the HR department to make sure that they use appropriate methods to manage the
employees and to keep them satisfied. This will lead to an enhancement of their morale and the
level of motivation which will increase their productivity and they will work with their full
potential in order to attain the goals and objectives of the firm in a highly effective manner. Thus
it can be said that an effective Human Resource Management is required from the HR managers
in the organization.
10
Dear XYZ,
We at Marks & Spencer are pleased to inform you about your selection for the
position of HR Manager. We are sure that your skills must have impressed the
interviewers which has ensured your selection for this role.
You will be based at London, United Kingdom however the requirements of your
position may require you to travel across the country when you are posted outside.
Your duties and responsibilities will be to ensure that the stores of the company are
managed in a proper manner. We are sure that you must be familiar with the job
profile and the information regarding the same has been provided to you by the HR
department.
Your performance will be reviewed according to the set metrics from time to time
and you can be promoted to higher job roles if your performance is found to be
good. We are sure that you will fulfil you duties and responsibilities in a proper
manner and ensure that a contribution is made by you to the success of the
organization in the long-run.
We wish you success in your role and hope that you will ensure that the
organization achieves its goals and objectives in the future.
HR Manager
Marks & Spencer

REFERENCES
Books and Journals:
Al-Jahwari, M. and Budhwar, P.S., 2016. Human resource management in Oman. In Handbook
of human resource management in the Middle East. Edward Elgar Publishing.
Ayentimi, D. T., Burgess, J. and Brown, K., 2018. A conceptual framework for international
human resource management research in developing economies. Asia Pacific Journal of
Human Resources. 56(2). pp.216-237.
Chowhan, J., Pries, F. and Mann, S., 2017. Persistent innovation and the role of human resource
management practices, work organization, and strategy. Journal of Management &
Organization. 23(3). pp.456-471.
Ferraris, A., Erhardt, N. and Bresciani, S., 2019. Ambidextrous work in smart city project
alliances: unpacking the role of human resource management systems. The
International Journal of Human Resource Management. 30(4). pp.680-701.
Guerci, M. and Carollo, L., 2016. A paradox view on green human resource management:
Insights from the Italian context. The International Journal of Human Resource
Management. 27(2). pp.212-238.
Kidwell, R. E., Eddleston, K. A. and Kellermanns, F. W., 2018. Learning bad habits across
generations: How negative imprints affect human resource management in the family
firm. Human Resource Management Review. 28(1). pp.5-17.
Lee, H. W. and et.al., 2019. Effects of human resource management systems on employee
proactivity and group innovation. Journal of Management. 45(2). pp.819-846.
Martin, G. and et.al., 2016. Corporate governance and strategic human resource management:
Four archetypes and proposals for a new approach to corporate sustainability. European
Management Journal. 34(1). pp.22-35.
Melton, E. K. and Meier, K. J., 2017. For the want of a nail: The interaction of managerial
capacity and human resource management on organizational performance. Public
Administration Review. 77(1). pp.118-130.
Muñoz-Pascual, L., Galende, J. and Curado, C., 2020. Human Resource Management
Contributions to Knowledge Sharing for a Sustainability-Oriented Performance: A
Mixed Methods Approach. Sustainability. 12(1). p.161.
Ngwenya, L. and Aigbavboa, C., 2017. Improvement of productivity and employee performance
through an efficient human resource management practices. In Advances in human
factors, business management, training and education (pp. 727-737). Springer, Cham.
Nikolaou, P., 2018. Effective strategies for human resource management in educational
organizations. Conflict management case studies. Journal of Contemporary Education,
Theory & Research. 2(2). pp.30-34.
Onik, M. H., Miraz, M. H. and Kim, C. S., 2018. A recruitment and human resource
management technique using blockchain technology for industry 4.0.
Oppel, E. M., Winter, V. and Schreyögg, J., 2017. Evaluating the link between human resource
management decisions and patient satisfaction with quality of care. Health care
management review. 42(1). pp.53-64.
Sparrow, P., 2016. Strategic HRM, innovation and HR delivery for human resource
management, innovation and performance. In Human resource management, innovation
and performance (pp. 15-31). Palgrave Macmillan, London.
11

Online
What Is Human Resource Management?. 2020. [Online]. Available through:
<https://www.thebalancecareers.com/what-is-human-resource-management-1918143>
12