Human Resource Management Report

The provided document is a report on Human Resource Management (HRM) practices in an organization. It includes details about workforce planning, strengths and weaknesses of internal and external recruitment approaches, benefits for employers and employees, and the importance of HR management in employment relationships and key elements of employment legislation. The report references various books and journals on HRM and strategic human resource management.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
Task 1...............................................................................................................................................1
P1 Explain the purpose and the functions of HRM.....................................................................1
P2 Strengths and weaknesses of different approaches to recruitment and selection..................1
P3 Explain the benefits of different HRM practices for both the employer and employee......2
P4 Effectiveness of different HRM practices in raising profit and productivity........................3
Task 2...............................................................................................................................................4
P5 Importance of employee relations in respect to influencing HRM decision making............4
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision making..........................................................................................................................5
P7 Application of HRM practices...............................................................................................5
CONCLUSION ...............................................................................................................................7
REFERENCES ...............................................................................................................................8

INTRODUCTION
Human resource management plays a crucial role in successful of every organization and
it also aid in amending brand image which gives a long life to a company to sustain in market. A
human resource is an individual person within an organization who worked for the benefits of a
company through dealing with several functions and issues of the people. It has some major
responsibilities and roles towards a company one of its primary responsibility is to hire the
personnel which worked under company and makes a firm successful through achieve the
desired goals and objectives. In this report Mark & Spencer is a clothing retail store which was
founded in 1884 in the United Kingdom and in present time it is offering in various countries.
The report comprises purpose, functions, strength and weaknesses of recruitment and selections,
benefits and effectiveness of HRM practices, employee relationship, employment legislation,m
and applications of HRM practices.
Task 1
P1 Explain the purpose and the functions of HRM
Human resource management has a defined set of activities and their priorities
recruitment and selections in order to enhance the productivity of a firm. They hire the people
according to the specific criteria or working field. For example, Mark & Spencer (M & S) is a
clothing brand so they need fashion designer specialists because if they hire some specific big
fashion tycoon that will be costly for company but if they has in - house designer that is more
fruitful for company in order gain more profit. As the clothing brand is established for a normal
population of a country so hiring a in house designer is more convenient for the firm. HRM
works for delivering effective inputs that can fulfil the targets in terms of achieving the the
objective within specific time period. The core purpose of a HR is recruitment, selections, and
conducting training and knowledge development programmes to improve the hard and core skills
of employees so that they can perform well and also enhance their efficiency. In M & S the
HRM is responsible for increasing the profit and production to reach on perch.
Purpose of Human Resource Management
HRM establishes a strong workforce that can perform several tasks but there are some
purpose are also related with HRM. It is a mediocre between the employees and organizations so
it aid to make a strong bond between workers and company. In M & S HR is responsible for the
followings purposes -
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 Creating a good environment -Creating a positive culture in working place is one of the
main purpose of human resource manager because a good environment leads entire task
in systematic manner so that the work will not harm. It provides a work in managing
modules so that the work will flow in an orderly way. M&S has a designers and after
designing manufacturing will start work and then production and then suppliers so in this
way the work goes in a pipeline without any hassles.
 Legislation – HRM is bound with some legal laws that are formed by the UK
government and it is mandatory to follow by every organization. The laws included
employee relationships, union legislation that has an impact on decision making.
 Employee management – Human resource management has big responsibility to
manage people like hiring and selection of workforce. It also make a relationship with the
people within an organization by establishing some kind of rules for them such as part
time staff schedule, flexible working hours, and managing the employees issues so that
the firm's work will not get harm.
These are some basic purpose of HRM that can give a better outputs to M&S in order to build a
effective image of a company in competitive environment.
Functions of Human Resource Management
Below are some basic functions of human resource manager which establishes a goodwill of a
company. These functions can be used to increase fertilization of M&S which also help to
achieve its predetermine target and objectives.
 Recruitment and selection – Recruiting new staff is the main job of HRM according to
the requirement of M&S, and the selection process is based on qualification and different
kind of approaches.
 Training and development – After the selection of appropriate candidate HRM
department organizes training program for them so that they can enhance their skills to
work with M&S. Because training is a process of learning new skills.
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P2 Strengths and weaknesses of different approaches to recruitment and selection
Recruitment and selection can be considered as primary function of human resources
management. It refers to hire suitable candidate for specific designation through analysing
desired qualification., experience, skills and capabilities of an individual. Selecting a correct
person for particular position facilitate to fulfil required roles and responsibilities in appropriate
manner. There are different types of approaches to recruitment and selection which can be
utilised by the organization such as Mark & Spencer, there are two kinds of approaches of
recruitment and selections and that are defines as below -
Internal recruitment and selections - Internal recruitment refers to recruit in – house
resources on other designation through promotional criteria. Those who are working from years
they may wish to get the promotion cause they has experience and knowledge of working in the
same company. So it is very obvious they seek for further opportunities if they won't get the
desired opportunities then they can leave the job and that is not beneficial for the organization.
Recruitment can be based on their previous performance scorecard as what they have done and
how they can go treat the sudden situations and what are there mental status, etc. all of these
elements are very well known to the HR manager so it would be easy for them to promote the
existing employees. It has its own strengths and weaknesses that are given below:
Strengths Weaknesses
 When HR promotes the internal staff of
a company it will take less time and
effort because they already know the
efficiency of in house workforce.
 The organization has a good knowledge
and no investment needed on training.
 If internal force would get promotion
then the young and desiring aspirants
would not get the job.
 There would an increase in
unemployment
External recruitment and selections – External recruitment refers to hiring employees from
outside the organization that means the HR can hire the candidates from publishing the news in
media like local magazines, newspaper, professional websites, consultancy websites and so on.
Once the HR releases requirement news then the desired candidate can send their resume through
various sources, like e mail and post, and then they can be call for interviews in that they will
face some open and close questions. The interview can be a telephonic or face to face interview

along with some questionnaire there may be some aptitude test that needed to be qualified if
someone really want to get the opportunities. The external recruitment has some phases of
recruitment and selection like job analysis, job description, person specification, job posting
strategies.
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Job analysis :- Job analysis is a process to recognization of job role and detailed
information about the prescribed designations. It collects information about different types of
vacant positions in company. Mark & Spencer have to design specific procedure of hiring people
for required vacant designation. It is necessary to make several effective activities that helps to
select an appropriate candidate.
Job Description :- It is all about to provide brief description about specific positions to
candidates such as desire qualification, skills, salary, roles and many more. Mark & Spencer
have to render required information about vacancies so that people can apply for that job.
Person specifications :- Person specification refers to required qualification and skills
of specific person which are needed to be in person that make them able to work in a M &S or
any other organizations. For example, a marketing executive needs a MBA in marketing, so that
they can achieve the targets of a firm.
Job posting strategies :- There are various kinds of strategies or methods which are
utilise to select best person as per their qualities and interests. Mark & Spencer have to apply an
appropriate technique for job posting and hiring correct person desired position in company.
There are some Strengths and weaknesses of external recruitment approach that are as
follows -
Strengths Weaknesses
 External recruitment offers a new and
fresh talent that achieve the objectives
with new techniques and creativity.
 Selections from a vast pool of talent
will offer a better choice for the one
desired designation.
 Recruiting from outside an organization
needs to organise a training and
development program.
 It is a lengthy procedure and will take
more time than internal recruitment.
P3 Explain the benefits of different HRM practices for both the employer and employee
There are several practices of human resource manager in Mark & Spencer an they
works both well being as it is very essential for every organization some benefits of employers
and employees are given below :
Benefits of employer
Maintaining employee relationship – It is a responsibility of HR to maintain good
relationships between employer and employee because if employee are happy from the firm then
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they will put more efforts in their work. To make them happy employer can give them timely
appraisal, bonus, performance reward so that the employees can stay with them for a long time
and work for beneficial of the company.
Growing culture of company – The HR manager hires employees from diverse
background so it is their duty to regulate some rules that cannot harm someone's self respect as
they belongs to different backgrounds. If there is a positive environment in a company then there
will be no conflicts among the employees and then the firm can touch the sky when there is a
friendly culture in firm.
Training and development - Training and development also beneficial for Mark &
Spencer because a well trained staff will work more effectively in order to increase the profit
margin and as M & S is providing training from a long time that shows its growth. It is
enhancing its profit every year by providing training and development to its staff.
Benefits of employee
Increase in confidence – After providing training and development employee would
feel increase in confidence and that would reflect in their performance cause their self –
confidence also increase their efficiency.
Security – Data protection act, gives a senses of safety and security under which they has
security of their data. The firm gives them health security because accidents can happen at
anytime so its mandatory in labour law to give them an insurance for the unfortunate events.
Increase in skills and personality development – As long time an individual works in
company Mark & Spencer they will also gain the skills and knowledge in this time whatever they
earned except money that will enhance their skill and personality.
P4 Effectiveness of different HRM practices in raising profit and productivity.
There are various human resource management practices which enhances the profit and
productivity of Mark & Spencer. There are several concepts and practices these should be
understand by the HR so that they can improve the performance and productivity of the
organization. There are a huge number of employees that needed to be determine the
effectiveness distinct departments that are s follows -
1. Employee engagement – The HR manager has an importance in any organization and in
Mark & Spencer human resource manger manages tasks according to the employee so
that they can participate in activities. Engagement in every task increases the production
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of the firm and that is why HR assigns equal opportunities among the staff according to
their qualification.
2. Concentrated management – A focused management understand all requirements in
order to attain their objectives and they very well knows in which direction they are
going to work. So they prepares the strategic plan that aid to increase the fertilization and
profit too.
3. Shape a brand – As HR management has the responsibility to hire the best individuals to
work with them so when Mark and Spencer's human resource department recruit the best
work force then their skills and knowledge suppose to give icing on a cake. The work
force enthusiasm shapes a brand image and that is all what a company wants from their
employees.
Task 2
P5 Importance of employee relations in respect to influencing HRM decision making
Maintaining employee relations is essential for every organization because it builds a
healthy environment and it also affects on the HR decision making process cause these practices
are depends on firm's policies.
 If a firm has an healthy environment and employees are also participating in the meetings
freely then they can also give ideas and their innovative ideas can matters a lot for the the
firm. If the ideas are put in to the strategies then the firm can generate a huge amount of
profitability.
 If employees sustain for a long life then this will reduce the turn over of the company
because employees are loyal towards the firm and vice versa. The employees who retain
within M & S would help in accomplish the task.
 Employment cooperation aids to share their work to attain the goal. Sharing help them to
allocate the work in modules so that every one can finish their part of the work within a
specific time.
 Employment relations is also beneficial for management in Mark & Spencer as in terms
of rebuilding the trust to resolve the conflicts between management and employee.
This how Mark & Spencer human resource management affects in decision making process and
because of these things sometimes it affects as good practices and bad practises.
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P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision making
There are some kinds of different legal key elements which influences the HR decision-
making, that are given below-
Equality Act 2010 – The Equality Act 2010, formed in the UK in order to give a fair
chance to every employee so that employees would not face any discrimination in working place.
The employer is abide with act that if there would be any kind of discrimination regarding sex,
race, cast, nation, etc., then the employer would have to pay the penalty for that.
Health and Safety act – According to Health and Safety Act, any business organization
would not force the employee to do that task in which they may get hurt. If there some
unfortunate accidents occurs then they are bound to give them safety as insurance money. Mark
& Spencer is also bound to pay the compensate if there is any kind of accidental event occurs.
P7 Application of HRM practices
The HR management practices refers to mange the people according to their capabilities,
HR manager shape to perform business activity like recruitment, selections, training, and
development to achieve the organizations goals and objectives. HR has several applications
which they needs to analyse for desired candidates. There are some applications for the HRM
practices that are as follows -
Job analysis :- Job analysis is a process to recognization of job role and detailed
information about the prescribed designations. It collects information about different types of
vacant positions in company. Mark and Spencer have to design specific procedure of hiring
people for required vacant designation. It is necessary to make several effective activities that
helps to select an appropriate candidate.
Job Description :- It is all about to provide brief description about specific positions to
candidates such as desire qualification, skills, salary, roles and many more. Mark and Spencer
have to render required information about vacancies so that people can apply for that job (Purce,
2014).
Organisation name : Mark and Spencer
Job profile : Human Resource Executive
Location : England, UK
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Report to : Human Resource Administration office
Roles and Responsibilities
Develop policies and strategies of HR.
Performance reviews and appraisal.
Assisting recruitment and selection
Conducting training and development programmes for freshers.
Required Qualification : MBA (in Marketing)
Experience required : 2 to 5 years
Salary : 8 to 12 lac per annum.
After providing the job description the next step is to utilize the media
sources for providing information for job and vacancy (Scullion and
Collings, 2011). The desired candidate can send their curriculum vitae in
the following format:
Curriculum Vitae (CV)
Name:
Address:
Contact number:
Email Id:
Career objectives: To grab the opportunities to grow up with the organization and
enhances the skills.
Qualification
Passed in Bachelor of Business Administration(BBA)
Masters of Business Administration in HRM
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Experience:
3 year experience in relevant field.
Personal skills:
Confident in presentation skills.
Good communication skills in French, Spanish, English.
Leadership skills
Decision power
Problem solving skills
Declaration:
I ….........hear by declares that above information is true and relevant according to my
knowledge.
Name and Signature
…....................
Person specifications :- Person specification refers to required qualification and skills
of specific person which are needed to be in person that make them able to work in a Mark and
Spencer or any other organizations. For example, a marketing executive needs a MBA in
marketing, so that they can achieve the targets of a firm (Anderson, 2013).
Job posting strategies :- There are various kinds of strategies or methods which are
utilise to select best person as per their qualities and interests. Mark and Spencer have to apply
an appropriate technique for job posting and hiring correct person desired position in company.
Recruitment and selection :– The human resource manager gathers the information
about suitable applicant and they conduct interview for them in various phases that includes
direct interview, telephonic interview (Aswathappa, 2013).
CONCLUSION
The report is about Human Resource Management which manages all the activities of
organization and with their roles and responsibilities. It includes the purposes and functions of
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the workforce planning, strength and weakness of internal and external recruitment and selection
approaches. Mark and Spencer has some benefits of HRM practices for both employers and
employee along with different practices which affects on decision making. HR management has
importance in Mark And Spencer with employment relationships and key elements of
employment legislation. The application of human resources management practices like job
analysis, job description, etc.
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REFERENCES
Books and Journals
Anderson, V., 2013. Research methods in human resource management: investigating a business
issue. Kogan Page Publishers.
Aswathappa, K., 2013. Human resource management: Text and cases. Tata McGraw-Hill
Education.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Cascio, W. and Boudreau, J., 2010. Investing in people: Financial impact of human resource
initiatives. Ft Press.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
CHUANG, C.H. and Liao, H.U.I., 2010. Strategic human resource management in service
context: Taking care of business by taking care of employees and customers. Personnel
psychology. 63(1). pp.153-196.
Daley, D.M., 2012. Strategic human resources management. Public Personnel Management.
pp.120-125.
Fulton, E.A. And et. al., 2011. Human behaviour: the key source of uncertainty in fisheries
management. Fish and Fisheries.12(1). pp.2-17.
Glendon, A.I., Clarke, S. and McKenna, E., 2016. Human safety and risk management. Crc
Press.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Knowles, M.S., Holton III, E.F. and Swanson, R.A., 2014. The adult learner: The definitive
classic in adult education and human resource development. Routledge.
Marchington, M. and et. al. 2016. Human resource management at work. Kogan Page
Publishers.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
Management International Digest, 19(3).
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
Scullion, H. and Collings, D., 2011. Global talent management. Routledge.
Wright, P.M. and McMahan, G.C., 2011. Exploring human capital: putting ‘human’back into
strategic human resource management. Human Resource Management Journal. 21(2).
pp.93-104.
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