Human Resource Management - Marks and Spencer Assignment

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................3
LO1 .................................................................................................................................................3
P1 Purpose and the functions of HRM......................................................................................3
P2 Strengths & weakness of different approaches....................................................................5
LO2..................................................................................................................................................6
P3 Benefits of HRM Practices for both employer and employee...............................................6
P4 Effectiveness of HRM practices for organizational profitability and productivity ..............8
LO3..................................................................................................................................................9
P5. Analyse the importance of employee relations in respect to influencing HRM decision
making........................................................................................................................................9
P6 Key elements of employment legislation and its impact on decision making of HRM......10
LO4................................................................................................................................................11
P7. Application of HRM practices ...........................................................................................11
CONCLUSION.............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management can be defined as a process that includes recruitment,
selection and management of human resource at workplace so that organisational goals will be
achieved in effective manner. In addition, it also helps the management in maintaining good
atmosphere at workplace so that employees feels better while working at workplace. This
process also provide high contribution in growth and success of organisation as it manages the
human resources and encourage them for work harder. Marks and Spencer is the organisation
which is taken for completing this project. Project will discuss about the purpose and functions
of HRM along with strength and weaknesses of different approaches of recruitment and
selection. Benefits of HRM practices to employees and employer along with employment
legislation and their impact in decision-making will also covered in this assignment. At last,
project will covers application of HRM practices along with specific examples.
LO1
P1 Purpose and the functions of HRM
HRM is a basic need of organisation that supports the firm in managing human resources
so that desired goals can be achieved effectively. Main role that is played by HR department
within the workplace is related with managing the employees. In order to managing the
employees and planning workforce, HR manager of M&S can perform several functions which
are given as below:
 Recruitment & Selection:- This is one of the major function that is pursued by HR
managers of each organisation so as to ensuring that right employees would be selected
for the right position in the firm so that organisational goals can be achieved in given
time-frame. Right employees can be defined as the worker who have good knowledge
and efficiencies and must be fitted as per the vacant job whereas, right time is refer to
time of filling the vacant position by hiring right employees. In context of M&S, their
HR manager have duty to recruit or select right candidate for vacant job position so that
quality of work should be improved (Amberg and McGaughey, 2019).
 Training & Development:- It is an another function of HR manager in which they have
to use proper leadership skills and guidance so as to improving current and future
performance of employees. Apart from that, these both programmes should be organises

by HR managers effectively for the employees at right time or place so that they will able
in dealing challenges or difficulties during the tasks. Right time can be defined as the
time in which training and development programmes are important for improving skills
and efficiencies of current workforce. Whereas, right place is related with atmosphere i.e.
inside or outside of organisation where the training programmes will be provided to the
employees. Therefore, it is very important for the HR managers of M&S to organise
effective training and development programmes to their employees so that right skills
and competencies can be acquired by them.
From the above discussed functions of HRM, it has been identified that these functions
indirectly assist the HR managers in hiring talented and skilled candidates which automatically
leads the M&S towards competitive edge in marketplace. These functions helps HR manager of
M&S in hiring those candidates who having good skills and knowledge regarding the job
position so that their innovative ideas and experience can be used for achieving organisational
objectives (CHATTERJEE and RAMESH, 2015).
Purpose of human resource management
Staffing needs- It can be defined as a main purpose of HRM that helps the organisation
in recruiting right employees with right competencies and skills. This purpose is mainly related
with workforce planning in which HR managers have to align the current needs and wants of
human resources at workplace along with assessing gaps among them. Main reason behind
performing this process is to get surety about that the organisation have right people. In context
of M&S, their HR managers have duty to complete the recruitment and selection process by
analysing all needs and legislations which are formed by government of UK so that good brand
image of firm can be maintained in marketplace.
Performance appraisal- It also can be considered as a main purpose of HRM which is
pursued by HR managers of organisation. In it, they have to evaluate performance level of their
employees so that productivity level of organisation can be maintained in marketplace. In
context of M&S, with the help of it, their employees get motivated and use their right skills and
competencies for performing the task which indirectly supports the firm in achieving its preset
goals.

P2 Strengths & weakness of different approaches
Recruitment can be defined as a process in which HR managers makes their focuses in
discovering and hiring talented candidates for a vacant job position. There are mainly two kind
of methods which are used by organisations for recruiting talented and knowledgeable
employees. These methods along with strength and weaknesses are defined as below:
Basis Internal recruitment External recruitment
Meaning This is the process in which
employees are hired by HR managers
on the basis of their performance in
internal process in form of transfer or
promotion.
This process in mainly conducted
for hiring candidates from outside
in which several methods can bue
used like online job portals,
campus placement drive etc.
Strength This process saves the money of
organisation that can be used for
managing other functions.
Best knowledgeable and eligible
staff members are hired who have
capability performs better than
the existing employees.
Weaknesses In it, more training is needed by the
employees for understanding the
roles and responsibility of new
position.
Whereas, more money is required
for conducting this process.
Job Analysis – It can be defined as a process of collecting or analysing information
about the human requirements of job along with the skills which are needed for performing the
job role. In M&S, their HR managers have duty to analyse the whole information effectively so
that good workforce can be maintained at workplace (Gogoi, 2015).
Job description – It is a set of information that consists of duties, responsibilities or
working conditions related with vacant positions at workplace. This is framed by HR managers
after analysing whole information related with job position. In it, HR managers of Marks and
Spencer have duty to analyse each demand of job position so that eligible candidate will be hired
by organisation.
On the other hand, Selection is a process that is used by organisation for selecting most
eligible and knowledgeable candidate for the vacant position of organisation. Some of the

methods which are used by HR managers of M&S in selecting knowledgeable and experienced
candidates along with strengths and weaknesses are defined as below:
Basis Aptitude Test Interview
Meaning This term is broadly used in which a
questionnaire is framed by HR
managers that includes questions of
general awareness, intelligence,
sensory abilities etc.
It can be defined as a
conversation in which questions
are asked by interviewer from
interviewee so as to measuring
their skills and efficiencies.
Strength It is a time saving method as ability
of large number of candidates are
measured by it in a short period of
time.
While, proficiency and skills are
identified by interacting with
individuals personally.
Weaknesses Sometimes several job positions are
posted for selecting candidates that
can create confusion in distributing
question paper among the candidates.
More time and money is required
for carrying out this method
successfully.
Approaches of Recruitment and Selection
Competency Approach – This approach is widely used by the HR managers in
recruiting or selecting the candidates as each organisation wants to hire skilled or experienced
candidates because of which this approach is most appropriate. With the help of it, HR managers
of M&S can measure the competencies of candidates as per their expectation and chose right one
among the large number of candidates (Brunstein, 2016).
Contingency Approach – This approach is a combination of different evaluation
practices that are used by HR managers on the basis of situations. For example- HR managers of
M&S have to select candidates for the different job roles i.e. sales executive, assistant HR
manager therefore, in this situation this approach will be prove appropriate as it will guide the
managers in asking questions from the candidates of different profile.

LO2
P3 Benefits of HRM Practices for both employer and employee
Flexible working options- This HR practice can be defined in several ways like
flexibility in working hours, location, schedules etc. in reference with this, it is important for the
manager to provide flexible working hours to their working staff so that they don't feel stressed
while working at workplace. In context of M&S, Adoption of this practice will prove beneficial
for their employer as well as employees as it will improve their dedication and motivation level
which will automatically leads the organisation towards growth and sustainability. Benefits of
this practice for employer as well as employees are described as below:
Benefit for employer Benefit for employees
Productivity and profitability of organisation
will be increased as employees will provide
more effort in completion of given task.
Through using this practice, efficiencies and
performance level of employees will be
improve due to which they will provide their
more contribution towards completion of
desired goals of organisation.
Training, learning and Development - This practice define that HR managers of Marks
and Spencer should make focuses on current market trends so that training programmes can be
organised accordingly which will ultimately improve the efficiency and skills of employees.
Training, learning and development both methods are part of a process in which training
implement essential skills in the individuals so that work should be completed effectively.
Whereas, development is a broad concept that is related with overall development of employees
as well as organisation (Chukwuka, 2015). Apart from that, learning is a process which helps the
employees in using their past experience and skills for completing the given task.
Benefit for employer Benefit for employees
Training and development will prove beneficial
for employer as when employees will work hard
then productivity and profitability level of firm
will automatically improve which will be
advantageous in gaining competitive edge in
With the help of regular training and
development programmes, employees will
be able in performing difficult tasks easily.

market.
Reward management- This is also an effective HRM practice which is used by
employers in order to increasing motivation level of employees. In M&S, implementation of this
practice will prove effective as employee will work harder for getting rewards which indirectly
supports the organisation in achievement of goals.
Benefit for employer Benefit for employees
Rewards and compensation are quite beneficial
as it improves productivity and profitability of
organisation.
It is also beneficial for employees as they get
motivated towards their work and
organisational goals which automatically
assist them in achieving personal and
professional growth in their career.
P4 Effectiveness of HRM practices for organizational profitability and productivity
HRM practices are beneficial as it helps the organisation in enhancing their productivity
and profitability along with improving brand image in marketplace. There are numerous HRM
practices like recruitment and selection, Performance management etc. that are beneficial for
organisation and its employees. Effectiveness of these practices in growth of organisation are
given as below: Performance management system- This practice is used for monitoring the performance
level of employees in a specific period of time and deciding where they stands as far as
goals. In M&S, their HR manager should provide innovative environment to their
employees at workplace so that employees will use their unique and innovative ideas in
managing or completing their given tasks. This will not only supports in enhancing
productivity of organisation but also it provide support M&S in gaining competitive edge
in marketplace (Huselid and Becker, 2011).
 Recruitment and Selection – In order to maintain good brand image at marketplace, it is
important for managers of M&S to manage workforce at workplace so that any wrong
phase not be faced by organisation at marketplace. Therefore, it is essential for HR
managers of Marks and Spencer to analyse the vacant positions of workplace and recruit
candidates accordingly so that, growth and success of organisation would be maintained
at marketplace.

Critically evaluation of HRM practices
Performance management System – With the help of this HR practice, employees feel
energetic while working at workplace but unique ideas and methods can't provide better results
every time. Therefore, it is important for the management of M&S to consider each ideas before
implementing so that any difficulty not be faced in future.
Recruitment and Selection- Main benefits which are gained by managers of M&S
through it are that, they can hire knowledgeable and experienced candidates that will be
beneficial in achieving future goals. Whereas, it is hard for HR managers to select right
candidates for right job in a small time-frame.
Different methods for HRM practices for organisational context- Nowadays, HRM practices
are widely used by organisations so as to making their growth and success in marketplace.
Several kind of HR practices are also used by managers of M&S i.e. training and development,
flexible working hours etc. so that objectives can be achieved successfully. For e.g. through
organising training and development programmes skills and efficiencies of employees are
updated that is beneficial for them in completing their given tasks without facing any difficulty.
LO3
P5. Analyse the importance of employee relations in respect to influencing HRM decision
making
Making good relations with employees are very important as it helps in growth and
development of company. Therefore, it is very important for the managers to maintain effective
and quite healthy relationship with employees so that any issues or conflicts not be arise at
workplace. Apart from that, employees in an organisation can be considered as valuable asset
because without their effort growth and success can't be gained by them. Better employee
relation also supports the organisation in improving its productivity and customer base in
market. Apart from that, if management of M&S will posses unessential pressure on their
employees and not support them in managing their works then it will provide negative impact on
their working performance as well as profitability of organisation (Khan and Jahur, 2016). There
are some strategies that can be used by M&S for improving their relationship with employees:
 For maintaining healthy atmosphere at workplace, HR managers of M&S should equally
treat their employees so that they never get dissatisfied.

 Extra reward should be provided by HR manager to employees as this strategy will prove
quite beneficial in raising moral and confidence level of their employees towards work
and improving brand image of organisation in front of them.
 Training should be provided on the basis of current market trends so that employees will
be able in dealing with different challenges which can be arise during their work.
Decision-making stages along with influences of employee's relation on it- Due to festive
season, Management of Marks and Spencer is putting more pressure on the workers due to
which they have demanded flexible working hour option in their daily working but management
have not focuses on this demand. Due to which, a large number of employees have left their job.
As experienced employees are leaving organisation that have created a serious concern among
the management because of this, productivity and profitability of organisation is decreasing
regularly that have encouraged the managers to make effective decisions so as to overcoming
this serious situation. Stages of Decision-making process are given as below:
Define the problem – This is the first stage of decision-making process in which, HR
managers of M&S have to define the origin of problem along with involving senior and
experienced employees in it so that origin or rectification for problem can be identified easily.
Identifying the limiting factor – In it, HR managers have to identifying the main factor
because of which this problem was started within the workplace. After it, they have identified
that the main reason behind it was inconsideration of management. For resolving the issue
mentioned above, HR managers of M&S have decided to make focuses on developing effective
relations with employees and take consultation with team leaders for making decisions. So that
any problem will not be faced in making decisions.
Develop potential alternatives and chose one – In this, HR managers have duty to
make analyse each information and aspect so that better alternatives can be framed to maintain
healthy relation with employees. Through analysing, two kind of working option are framed by
HR managers of M&S i.e. shifting hours or extra pay option in which shifting hours are framed
for those employees who are not able in working day shift then they can come in night shift for
completing their daily duty. Whereas, second one is framed for those who have ability to
manage their daily work quickly as this option will provide opportunity to them to work more
for earning more.

Implement decision – In this last stage of decision-making HR managers of M&S have
to implement decisions effectively as per the framed option. Through implementing this
decision, employees will get motivated which will not only improve the sustainability of
organisation but also leads the firm towards growth and competitive edge (Jiang,and et. al.,
2012).
P6 Key elements of employment legislation and its impact on decision making of HRM
HR department performs their duties as a heart of organisation because without it
company can't perform its operations in well manner. There are several legislations are framed
by UK government in order to protecting the employees from unethical practices and pressure of
employers. Some of these are given as below:
 Equality Act, 2010: According to this act, Each organisation and its HR manager have
responsibility to use ethical and legal practices at workplace so that any penalty will not
be faced by them. In M&S, their HR managers are adhering this law effectively as they
treated their employees fairly without making partiality in terms of wages, gender or job
position. Due to which, around 80000 employees are working with M&S happily.
 Anti-discrimination Law:- According to this act, Employer have no right to make
partiality among the employees on the basis of gender, age as they are responsible for
treating their each employee equal at workplace. If HR managers of M&S will not follow
these legislations considerably then it will posses wrong impact on overall working of
organisation. Whereas, the company is following this act from its formation then it will
be beneficial for them in maintaining good relation with their employees which
automatically leads the firm towards growth and success in market.
Impact of employee relations and legislation on HRM decision-making
Employee relations are very important for M&S so that desired goals and objectives can
be achieved in limited time-frame. Whereas, several employement laws are made by government
of UK for protecting rights of employees. Both of these aspects are essential to adhere as without
proper considering of these, difficulties like raising employee turnover, decreasing productivity
can be faced by Marks and Spencer. Employees are the life line of organisation therefore,
management of M&S have duty to frame effective atmosphere at workplace so that they get
motivated because if they feel dissatisfied at workplace then it will directly impact on the
decision-making of HR managers (Longoni, Luzzini and Guerci, 2018).

LO4
P7. Application of HRM practices
HRM practices such as reward management systems always plays supportive role in the
growth and success of organisation as it helps the managmeent in retaining their employees for a
long time-frame in workplace. There are two kind of labour are working in the workplace of
M&S which are defined as below:
Blue collar – These are those staff members who are working within the warehouses,
supply chain systems, housekeeping departments etc. Without help of these staff members,
organisation can't perform its functions effecively.
White collar – These are those employees who are performing their functions in finance,
back office or other departments and provide their efforts for making growth and success of
organisation.
For motivating these different kind of employees there are mainly two methods which can be
used by M&S. These are described as below:
Incentives – In order to getting better efforts from white collar employees management
of M&S can provide them incentives as through it, employees will perform their duties in well
manner which automatically leads the organisation towards growth and success.
Overtime payment – For motivating blue collar employees, overtime payment method
will be used as their efforts will decide growth and sustainability of M&S in marketplace.
Therefore, this method of reward will prove beneficial because when they work hard then it will
automatically leads the organisation towards higher customer base and market share.
Rational – Main purpose of implementing HRM practices i.e. Rewards is that, it will
raise the performance level of working employees which will automatically leads the
organisation towards growth and success. Through Implementing HRM practices such as
Rewards, employees of different kind i.e. White and blue collar will provide maximum efforts
for achievement of desired goals.
CONCLUSION
From the above discussed report, it has been concluded that HRM plays very important
role in growth and success of firm as it helps the organisation in retaining their workforce for a
long time-frame. Purpose of HR managers is related with improving productivity and

profitability of organisation wheras, functions are related with hiring knowledgeable candidates
so that better contribution can be recieved from them in achieving desired goals.

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