Human Resource Management: Overview, Functions, and Practices

This report provides an overview of Human Resource Management (HRM) in the context of Marks and Spencer Company. It covers the purpose, role, and responsibilities of HRM functions, recruitment and selection approaches, HRM practices and their effectiveness, key aspects of employee relations and legislation. The report also includes a project on job specifications for a Marketing Manager position in the company.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
Project 1...........................................................................................................................................3
Overview of organisation.............................................................................................................3
Purpose, role and responsibilities of HRM functions .................................................................4
Recruitment and selection approaches.........................................................................................5
HRM practices and its effectiveness............................................................................................7
Key aspect of employee relation and legislation ........................................................................8
Project 2...........................................................................................................................................9
Job specification...........................................................................................................................9
CV................................................................................................................................................9
Interview documentation...........................................................................................................10
Selection process will inform and assist decision-making........................................................11
CONCLUSION .............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management is defined as managing the need and requirements of
business entity related to human resources and also to address all key requirements of work force
part of organisation. This report is based on the case study of Marks and Spencer Company in
respect to its human resource management. This project will overlook at different aspects of
human resource management at the organisation level. Henceforth, report will emphasis over
purpose and functions of human resource management (Vardarlier and Zafer, 2020). Strength
and weakness related to different practices related to human resource management at the
organisation level. Benefits of different human resource practice in respect of both employer and
employee will also demonstrate in this project. Furthermore, project will discuss over the
importance of employee relation is respect top influencing HRM decision-making. Various
legislations are also demonstrated in this project that influence decision-making process of
human resource team. Illustration will also provide in respect to different recruitment and
selection practices implemented by human resource team.
Project 1
Overview of organisation
Marks and Spencer Company is established in the year 1884 by the founders Michael
Marks and Thomas Spencer. Company is currently associated with retail sector and operating
business at approximately 15000 locations at a global level. Company's headquarter is located in
London, United Kingdom (Berman and et.al., 2019). Marks and Spencer Company currently
offering its practices over both mode online trading approach and also the offline mode of
trading to showcase the best business growth opportunities.
Mission statement
Marks and Spencer Company aims to cater aspirational quality product accessible for
everyone irrespective of the income background, choices and different modes involve under
decision-making process (Boon and et.al., 2018). The vision is to provide multiple products so
that customers can choose the best according to the need and demand of individual.
Purpose and core business objectives

The core values work behind the operations of Marks and Spencer Company is quality,
services, value, innovation and trust. Along with this the objective is to delegate the best quality
products accessible for all types of customer base associated with the business entity.
Purpose, role and responsibilities of HRM functions
Human resource management operations is associated with different purpose that
motivate all different practices channelises by the department. Different purposes part of human
resource department can be demonstrated in following points.
Internal and external recruitment: is among the key purpose behind the human resource
practices deliver business entity. Both types of recruitment play huge role in overall growth and
development of business entity (Fei and Aun, 2019). This is considered as the core purpose
attached with the recruitment practices followed by the human resource team.
Candidate selection: is also a part of major purpose attached with human resource practices
followed by business entity. Selection of the best potential employee is considered as part of core
functional area associated with the human resource team (Hamadamin and Atan, 2019).
Selection of candidate is delivered with different practices like group discussion round, aptitude
test and personal interview round. All these different rounds favour the organisation to select
best level of candidates over different position role in organisation.
Employee performance assessment: also a major part of purposes behind the functional
activities channelises by human resource team. Under this department analysis and evaluate
overall performance of the individual employees in company. Performance evaluation allow the
department to review the overall performance of the individual employee. This also provide a
clear overview to the department about the efficiency of human resource and also to assess the
level of expertise it has reached in its work.
Organisation growth and development: is among the major purpose worked behind the
operations entertained by the human resource department. Growth and development of business
entity is the most prioritise purpose or objective behind the practices channelises by the business
entity (Herrera and de las Heras-Rosas, 2020). Human resource team also take part in different
activities that can favour the growth of company such as various awareness campaign like cancer
awareness campaign and different other launched by th Marks and Spencer Company
coordinated and controlled by human resource team.

The above mentioned points are the core purposes behind the operations entertained and
performed by the human resource team. The purposes mentioned above provide strategic
direction to business entity so that they can reach to the best level of outcomes against different
practices performed by human resource team.
Roles and responsibilities of human resource department
Human resource department contain following roles and responsibilities motivate the
department to achieve all its different business objectives.
Participation in planning and development: This is among the key role and responsibilities
associated with the human resource team. This involves conducting planning to recruit the best
potential employee to meet different objectives. Employee development campaign also seek
human resource team to perform in the best of its capacity. Department contains proper
participation in employee development and advancement (Horak and et.al., 2019). AS the human
resource professional carry good knowledge related to modern era need and demand of work
force management at Marks and Spencer Company involve the department under this operations
so that best productivity of work force could have been achieved.
Providing employee career assistance: Providing employee career assistance is also a key role
and responsibility human resource team perform. Under the career assistance human resource
department provide the best level of career guidance to work force. Department also cater bets
career option available for the work force according to the potential ability of such employee
which can provide best career growth to such work force. This is considered as the major role
and responsibility human resource department play in Marks and Spencer Company.
Recruiting best level of employees: Finding and recruiting the best potential employees is also
a key role and responsibility human resource team provide at the organization. This is a part of
primary responsibility and role cater by the department were based on the individual need and
requirements attached with the job role department channelize a professional level of recruitment
campaign (Jiang and Li, 2019). Organisation structure of Marks and Spencer Company is also
diversified which allow the department to continuous recruit employees at different designated
roles at the organization. Department try to recruit both experienced and fresh professionals and
graduates so that proper balance can be maintained at the organisation.

The above mentioned roles and responsibilities are prominent with the human resource
team. The roles and responsibilities mentioned are the fundamentals behind the operations
deliver at the organisation.
Recruitment and selection approaches
Recruitment and selection of the best potential candidate is a part of key role and
responsibility attached with human resource team.
Recruitment approaches
Recruitment approaches followed by the Marks and Spencer Company is segregated into
internal and external recruitment.
Internal recruitment: This recruitment practice involve promoting the existing employees at
higher designated roles in organisation hierarchy. Operation structure of Marks and Spencer
Company is distributed into multiple departments contain a proper chain of employee base.
Under internal recruitment company either promote employees at upper position role or to
transfer the human resource in other department. Internal recruitment allow company to motivate
the employees to perform more efficient operations and functions. Internal recruitment is very
common practices used in every organisation to meet up the work force related need and
requirements of organisation. This is also a part of talent management operations entertained at
the organisation level (Kravariti and Johnston, 2020). This practice could have been performed
in more effective way with support of performance management tactics. Marks and Spencer
Company can use some performance management approach so that work efficiency of employee
can be measured by business entity. This would allow human resource team to assess the
potential candidate available for recruitment under this practice.
Strengths of internal recruitment
 Internal recruitment is a cost friendly approach of recruitment and selection.
 This technique favours business entity to motivate work force.
 Time saving process to recruit the best potential employees at higher positions.
 Diversified organisation hierarchy of Marks and Spencer Company support the company
to recruit and select best level of employee under this practice.
Weakness of internal recruitment
 This technique not allow company top introduce new talent in organisation.

 Internal politics harm the practice by resisting to recruit the best efficient employee at
higher positions.
 This technique create conflict among colleagues that create negative environment at the
organisation.
 This approach limit the pool of applicants for organisation.
External recruitment: This is also a key recruitment technique follow by human resource team
at Marks and Spencer Company. Under this department follow different strategies like issuing
Vardarlier, P. and Zafer, C., 2020Sharma, N., 2020Tashtoush, L. and Eyupoglu, S. Z.,
2020Flamini, G., Gnan, L. and Pellegrini, M. M., 2020job description, conducting interviews,
issuing job offer letter and selecting candidate over different designated position role in
company. This practice allow company to introduce new talent at different designated position
role in organisation and also to maximise growth opportunities of Marks and Spencer Company
by recruiting the best potential employees over different designated positions at work place
(Nwachukwu and Chladková, 2017). This practice can further be improved by specifying proper
job role at the organisation. Expansion of organisation hierarchy also play huge role under this
practice.
Strength of external recruitment
 This technique allow company to hire efficient employees over different designated
position role in company.
 External candidate provide fresh perspective to organisation.
 New employee bring new experience in organisation.
Weakness of external recruitment
 External recruitment practice is costly and expensive in nature.
 It is a risky process.
Selection practice
Human resource department at Marks and Spencer Company follow the constant
monitoring practice to select the candidate. Selection is based on the individual performance of
candidate in interview round (Sharma, 2020). Only the candidate that could perform in the best
way possible will get chance and opportunity to get hired at a designated position role.

HRM practices and its effectiveness
Human resource department at the Marks and Spencer Company are engaged in
delivering the following practices. These practices support the department to achieve the best
level of work efficiency.
Workforce planning: Work force planning is considered as among the primary function of
human resource management. This involves planning functions and operations for the human
resource team at the organisation (Opatha, 2020). Work force planning comprises with multiple
activities like planning related to organisation hierarchy, work force planning involve
recruitment and selection planning and all different types of planning.
Workforce development: Workforce development is also a key functional area associated with
the Marks and Spencer Company. This involves developing capabilities and potential of the
work force associated with the organisation. Workforce development involve improving the
overall potential ability of the human resources associated with business entity.
Workforce training: Human resource team channelises professional level training program at
the Marks and Spencer Company. This approach support the company to develop individual
potential and capability of the employees of company (Tashtoush and Eyupoglu, 2020). This
further allow the business entity to improve individual capability and work efficiencies of the
human resources associated at the organisation.
Performance management: Performance management is also a crucial functional direction
associated with the human resources department of Marks and Spencer Company. This involves
managing and monitoring the individual performance of employees at the company (Rasool and
et.al., 2019). Managing performance directly improve the productivity of the organisation.
Reward system: Human resource team at the Marks and Spencer Company also follow the
reward management practice at the organisation. Under this comp[any provide rewards to the
employee in against to productive performance of employees.
Key aspect of employee relation and legislation
Employees at the Marks and Spencer Company get the regular basis interaction with the
human resource department of company. If the employees and human resource department share
healthy relationship this allow the company to address all different issues human resources are
facing at the organisation (Sabiu and et.al., 2019). This further allow the company to improve
employee sustainability and reduces the employee turnover at the organisation. Resource

management operation also get influenced with the relationship employee share with the human
resource department. Both employer and employee get significant advantage due to the strong
relationship between employees and human resource team.
Employee legislation
Following are the legislations applicable over the Marks and Spencer Company that
support the overall performance of the work force at the organisation.
Equality act: Equality act is about to give the equal respect to every employee at the
organisation. This is about the equal treatment with all employees at company respective of the
age, gender, religion and any other social element.
Anti discrimination: This is another key employee legislation applicable over Marks and
Spencer Company. This legislation act against any kind of discrimination at work place.
Minimum wage payment act: This legislative function applicable at the organisation. Under
this every employee get minimum amount of wage payment against the employment opportunity
at the Marks and Spencer Company. Irrespective of the designated position of employee it will
get minimum salary.
Project 2
Job specification
Marks and Spencer Company
Designated position: Marketing Manager
Department: Marketing department
Education
 Candidate must hold a bachelor degree in marketing at any of the elite university.
 Minimum 5 year experience in marketing or sales.
Skills
 Communication skill
 Active listening ability
 Management skill
 Problem solving ability
 Decision making skill

 Ability to be creative and innovative
 Managing marketing campaigns
Interview date
Interview will be conducted at the 10th of March, 2021 at the head office of Marks and
Spencer Company.
CV
Name: Robert Williamson
Contact Number: 8203365875
Education:
 Bachelors degree in marketing and finance at the University of London.
 Masters in Mass Communication.
 Bachelors in Commerce from Royal Holloway.
Work Experience:
 6 year experience as a marketing head at Pepsi Co
 4 year experience as business administrator at Eagle Eye Solution.
Skills:
 Active listening ability
 Communication skill
 Writing skill
 Creative
 Innovative
 Technical skill
 Decision-making ability
 Problem solving skill
 Critical mindset
 Relationship building
Career Goal
Wish to have a best level of professional career as a marketing professionals. I would
like to work at a place where I get to experiment and innovate in the bet of my capacity. Career

oriented and long term approach towards the career (Strohmeier, 2020). I like to face challenges
that can allow me to showcase my abilities in the best way possible.
Interview documentation
Interview schedule
Interview will be conducted on the 10th of March, 2021 at the Head Office of Marks and
Spencer Company. Interview is scheduled in such way that it will comprise three rounds such as
aptitude test, group discussion round and personal interview round.
Interview Question
 What is you career goal?
 Why you are best fit for this position role at the organisation?
 Where you look at yourself after five years?
 How you see marketing as a profession?
 What according to you are the key elements behind successful marketing campaign?
Selection criteria
Selection will be based on the marking candidate get at the end of each interview round.
Marketing of candidate will create a direct impact over the selection process of the candidate.
Further, performance of candidate in the personal interview round will further impact over the
selection of the respective candidate.
Selection process will inform and assist decision-making
Selection of candidate is based on the individual performance of candidate at the end of
each interview round. Entire interview round is segregated into three different stages such as
aptitude test, group discussion round and personal interview. Candidate performance at each
individual stage will be marked by the interviewer. Based on the marking candidate got at each
stage will motivate the candidate to promote the candidate at other rounds. Interviewer will
assess every aspect of candidate the way answers are given, confidence level of candidate,
knowledge of candidate, approach and all other areas will be a basis of analysis of the candidate
performance in interview (von Bonsdorff and et.al., 2018). The final round is personal interview

round that will denote that candidate get selection at this stage based on the performance of
candidate at the final stage along with the overall marking candidate could get up to this level of
interview. The overall performance of candidate will be analysis and evaluate and based on that
the bets potential candidate get the selection under interview round. Decision making related to
selection is totally performance based (Flamini, Gnan and Pellegrini, 2020). Only the candidate
that can match all the requirements of the designated position role will get the selection under the
interview process. Information is conveyed to candidate over personal email of the candidate.
Offer letter is granted to every candidate that denote that it has got the job over the position role.
Offer letter will involve the offer position to candidate, joining date, terms of joining the
position, salary and incentives granted to employee and all other key details associated with the
designated position role in company.
CONCLUSION
Human resource management is about to manage the human resource related need and
demand of the business entity. The role of human resource department is to recruit best possible
talent at different designated position role in organization, talent management function and many
other functional areas. The role of the human resource team is to motivate employees, assess the
performance of employees and other such roles and responsibilities department perform at the
organisation. Recruitment and selection at the company is segregated into internal and external.
Legislation like equality act, anti discrimination, data protection, minimum wage payment act
and other such legislations are applicable over the company in context to its human resource
management practice. Company has recently faced issues in recruitment and selection practice
due to the ineffective campaigning. It can conclude that incentive policy of the human resource
team has also caused to suffer the business entity in process of delivering business objectives.

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