Purpose and Functions of HRM in Workforce Planning and Resourcing

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
P1. Purpose and functions of HRM in respective of workforce planning and resourcing...........3
P2. Strength and weakness related to different approaches of recruitment and selection...........4
P3. Benefits of different HRM practices for employers and employee.......................................5
P4. Effectiveness of different HRM practices in terms of profit and productivity......................7
P5. Key elements of employee legislation and its impact on decision-making...........................8
P6. Importance of employee relations in respect to influencing HRM decision making ...........9
P7. Application of HRM practices in a work-related context....................................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management is the process under which managing of people of the
organization are done in the efficient manner which help the company to achieve the goals and
objectives and facilitate the growth and getting competitive advantage. It directly deals with the
workforce of the organization. It manages all the aspects of the employees which include their
recruitment, selection, training and development, benefits, rewards and compensation
management. Marks and Spencer is the multinational retail company having its headquarters in
England. They sell home products, clothes, food products etc. Michael and Thomas founded this
company in 1884. This report will discuss the purpose and functions of HRM and application to
planing and resourcing. Identification of the strengths and weaknesses which are faced in the
recruitment. Benefits of HRM practices are evaluated and how these practices contribute in the
growth and productivity of the company. Further the report will discuss employee relation in
respect to the HR decision-making process and identification of the key components of employee
legislation and its impact. Lastly application of HRM practices are discussed.
P1. Purpose and functions of HRM in respective of workforce planning and resourcing
HRM hire new employees in the organization. HRM have many functions in the organization
and have to focus on these functions.
Human resources planning:
In Marks and Spencer management do the planning of human resource by keeping in mind the
future needs of the company. They calculate that how many employees are needed in each of the
department and what kind of employees are requires on the basis of qualifications and skills.
Company hire efficient employees who can help them to achieve the objectives and also help the
organization to reach towards success. It is the duty of HR to provide the right and skilled
employee to the organization (Žuľová, Švec and Madleňák, 2018).
Recruitment and selection:
Human resource plan about the staffing requirements. They have to select the right candidate
who are having right experience which is required by the company and are willing to work with
the company and will retain in the company for longer period. The HR of marks and Spencer
give attractive advertisement for the vacancy so that more candidates get attracted and apply for
the vacancy and after recruiting, selection is done on the basis of the given interview. Company

take written test to check the writing skills, practical test to examine their practical knowledge
and face to face interview to check the confidence of the candidates.
Training and development:
Training is very important for the employees because it brushes the skills of employees. Marks
and Spencer believe that training will help the employees to know about their role in the
company and how they can deliver the company. Training also reduces the confusion and the
work burden of the employer because employee will not ask again and again about the work to
the employer (Ilea and et.al., 2020).
Personnel research:
HRM collect all the data related to the personnel so that they can do the research and can get
help in building the program. Helping the management in the recruiting and selection
procedures.
Succession planning:
Succession planning is the very important activity done by the HR. under this HR find out the
skilled and hard-working employees of the company and started giving training to them so that
they can be given promotions for the top positions in the company, when there will be vacancy
for that. In this proper allocation of the employees is very essential. Human resource planning
involve strategic decision in the company.
Performance management:
Marks and Spencer timely do the performance management of their employees. HR guide
employees if there is any area for improvement and appreciate them for their good performance
as well.
P2. Strength and weakness related to different approaches of recruitment and selection
Internal recruitment:
This type of recruitment is often used by the company and it can be done by various methods by
internal transfers or promotions to different job positions and given different job responsibilities.
In this employee get the benefit to be the permanent employee of the company from the part-time
employee. This is the cost effective method which saves time as well, as company do not follow
the whole recruitment procedure. By doing this company can retain their skilled and hard-
working employees and employee turnover ratio also got reduced. Workers will get motivated