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Human Resource Management Practices: Doc

   

Added on  2020-11-12

15 Pages4856 Words346 Views
Human ResourceManagement

Table of ContentsINTRODUCTION...........................................................................................................................4Task 1...............................................................................................................................................4P1 Purpose and functions of HRM with respect to workforce planning and resourcing............4P2 Strengths and weaknesses of recruitment and selection approaches.....................................6TASK 2............................................................................................................................................8P3 Benefits of HRM practices with respect to employer and employee.....................................8P4 Evaluation of effectiveness of HRM practices......................................................................9TASK 3............................................................................................................................................9P5 Importance of employee relations in HRM decision-making................................................9P6 Key element of employee’s legislation and their impact on decision making process ofHRM..........................................................................................................................................10P7 Application of HRM practices:............................................................................................11CONCLUSION..............................................................................................................................14REFERENCES..............................................................................................................................15

INTRODUCTIONHuman resources refer to both individuals who are working within organisation anddepartment who manages resources which are related with employees. It is a umbrella termwhich describes development and management of employees within organisation (Humanresource management, 2016). In this report Marks & Spencer has been considered. It is a Britishmultinational retailer organisation which was founded in 1884 in Leeds, UK. It is headquarteredin Westminster, London. They provide services in luxury food, home products and clothing.They have been listed in London Stock Exchange. This report contains purpose and functions ofHRM with respect to workforce planning. Approaches of recruitment and selection are provided,their strengths and weaknesses. Benefits of HRM to both employee and employer are explainedand their effectiveness is evaluated. Furthermore, importance of employee relations in decision-making is analysed. Key elements of employment legislation are identified and their applicationsare illustrated.Task 1P1 Purpose and functions of HRM with respect to workforce planning and resourcing.Human resource management can be defined as approach by which individuals can bemanaged within organisation. This assist business to attain competitive edge. It is the practice inwhich growth of employees as well as organisation is involved. HRM is accountable fordevelopment, retention and acquisition of talent by which they can effectively align theirworkforce. HR department formulates strategies for employees of organisation. Management ofMarks & Spencer has implemented effective strategies to have better results. Purpose of Human Resource ManagementPurpose of HRM is to provide interface between employees and management so thatorganisational objectives can be achieved in effectual manner (Importance of HRM practices in

an organisation, 2018). HR manager of Marks & Spencer carry out their operations in strategicmanner. They execute policies and strategies in such a way that they can attract individuals,recruit them and acquire competitive employees. Basic purpose of HRM is mentioned below:Create better organisational culture: It is mandatory for every organisation to providethere employees with good working culture. For this they need to use different techniques bywhich they can develop effective environment within organisation.HR manager of Marks & Spencer ensures that healthy and positive working environment isprovided to employees and jobs are allocated to them on the basis of their knowledge so thatemployees are not pressurised (Chang, Chiang and Han, 2012). This aids them to complete theirtasks with high efficiency and in stipulated time duration.Law: Different countries have their own set of rules and policies which are set bygovernment. HR manager of Marks & Spencer ensures that all these policies (in retail sector) arefollowed by them like union and negotiation act, health and safety act, data protection act andmany others to secure employees rights. It provides stable and assured working structure to theiremployees by which productivity can be enhanced. By following laws, HR manager will makesure that decisions are taken within boundaries of those laws only so that any kind of legal issuesdo not arise.HRM functionsPlanning: It is essential function of HR department. In this function they identify needsof various departments in terms of number of employees required and skills & capabilities whichthey must possess for accomplishment of organisational objectives and goals. In this research iscarried out by management of Marks & Spencer to analyse, collect and evaluate current andfuture requirements.Recruitment: It is the foremost responsibility of human resource manager to hireemployees and select individuals who have essential skills and capabilities which are required byMarks & Spencer. HR ensures that they effectively identify requirements of their organisationand selected candidates possess skills which can take organisation into great heights. Training and development:HR manager of Marks & Spencer makes sure that theyprovide training to employees depending upon needs of market. This will have significant impacton growth and performance of both organisation and employees.

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