Benefits of HRM Practices for Employer and Employee

Human Resource
Management

Table of Contents
Table of Contents.............................................................................................................................2
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Explain the purpose and function of HRM applicable to workforce planning and
resourcing an organisation..........................................................................................................3
P2. Explain the strengths and weaknesses of different approaches to recruitment and selection.
.....................................................................................................................................................5
TASK 2............................................................................................................................................8
P3. Explain the benefits of different HRM practices within an organisation for both employer
and employee..............................................................................................................................8
P4. Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity...............................................................................................................10
TASK 3..........................................................................................................................................11
P5. Analyse the importance of employee relation in respect to influencing HRM decision-
making.......................................................................................................................................11
P6 Identify key elements of employment legislation and impact it has upon HRM decision
making.......................................................................................................................................13
TASK 4..........................................................................................................................................15
P7. Illustrate the application of HRM practices of in work-related context, using specific
examples....................................................................................................................................15
CONCLUSION..............................................................................................................................19
REFERENCES..............................................................................................................................21

INTRODUCTION
The personnel in a business setting or in an organisation are regarded and considered as a
significant asset in terms of abilities, skills and competencies in relation with running the
business and making it a success, these individuals associated with the company are known as
human resource and also formally named as workforce(Glendon, Clarke and McKenna, 2016).
The human resource management is a practice that undertakes different activities for managing
the workforce and employees of a company in order to make them productive enough along with
fulfilling the expectations of the organisation. The report is developed on M&S which is a
multinational retailer of United Kingdom commonly known as M&S. It were founded in 1884 by
Michael Marks and Thomas Spencer and the company is headquartered in England, UK but
serves all over the world. The organisation has a very significant employee base which makes it
important to hold an appropriate HRM practice and Management staff.
The report focuses over the purpose and functions of human resource Management which
are applied by organisations in planning and resourcing. Accompanied by it diverse tactics of
staffing and selection are critically evaluated. Moreover, the next part of the report covers the
benefits of numerous HRM practices which are adopted by organisation in relation to both their
employees and employer and also the effectiveness it brought to the profit and productivity of
the company(Banfield, Kay and Royles, 2018). Furthermore, the signifance of worker relation
and its influence over the decision making of human resource management are examine also by
focusing over different employment legislations which are essential for the company to follow.
At the end specific examples are used such as job description and interview notes for showing
the application of different HRM practices in work related context.
TASK 1
P1. Explain the purpose and function of HRM applicable to workforce planning and resourcing
an organisation.
Human resource Management is formally notified as HRM, it is the practice which
organisation undertakes of recruiting, hiring, deploying and managing the employees and
workforce working in the company (Nieves and Segarra-Ciprés, 2015). HRM department of
organisations are commonly responsible for creating, putting into effect and overseen policies,
governing the people take full responsibility for the people of the company. It is really an

employee management process with an emphasis on personnel’s as an asset to the company and
to the success in growth of the business. The HRM of M&S also have several different roles,
purposes and functions to perform in relation with the company and for the management of the
workforce associated with it. The role, function and purposes of HRM M&S are elaborated
underneathwhich are applicable to workforce planning and resources in the company (Tharenou,
2015).
Role of HRM:
 Building diverse teams- The diversity in workforce increases the competitiveness of the
company. The diverse teams do not share the same point to view and opinions from the
very beginning and the HR plays an important role in bringing in the thinking and
mentality of different teams. HRM department of M&S is responsible for overseeing the
recruitment process for building the diverse teams for the company and it specifically
refers to the mixture of different personalities rather than number of women and men in
management.
 Developing and retaining talents-The modern organisations like M&S are significantly
dependent upon the quality of their employees and their performances. The company
invest a lot of money and time in the development of the workforce for enhancing their
abilities and building the competitive advantage (Jennings and Stadler, 2015). Therefore
the HRM is responsible for development of employees and their role is to identify the
best development opportunities for employees that keep them motivated and loyal
towards the organisation allowing them to stay for the longer period in the company.
Functions of HRM:
The functions of human resource management are classified in three following categories
which are mentioned below: Managerial function- Under the managerial functions of HRM of M&S There are
several different roles which the department place and areas in which they focus. These
managerial functions are human resource planning, organising, directing and
controlling(Reiche and et. al., 2016).
Purpose: The sole purpose of managerial function of HRM unit of M&S is to identify the
needs of the organisation and fulfil its expectation in relation with the workforce along

with planning, organising and directing the actual performances of the employees which
is in favour of the company and for its long-term objectives. Operativefunction- The operative function of Human resource staff off M&S is
concerned about the development of the workforce and managing them by retaining them
for the longer period. Under operative functions the role of the HRM department are
recruitment and selection, job designing, performance appraisal, training and
development, wage and salary administration, employee welfare, maintenance, labour
relations, personnel research and personnel record (Abdul Malek, Budhwar and Reiche,
2015).
Purpose: The purpose of operative function is directly related to employees and different
activities of a managing them. Under operator function the HRM Department of M&S
works for the benefit of employees and focuses in their direction. Advisory function- The HRM is in export unit which is managing the workforce of the
company and which makes them prominent for giving advice on the matters related to the
workforce of the organisation(Geissen and et. al., 2015). Therefore the HRM of M&S
advice to the top level management and other technical department head in relation with
managing and bringing the potentials out of the Employees.
Purpose: The sole purpose of advisory function is to run the company smoothly and to
make sure that the top level management is working according to the different HRM
policies and programmes in order to be safe from any unethical practices and in result
from legal charges.
P2. Explain the strengths and weaknesses of different approaches to recruitment and selection.
Recruitment is the HRM practice and the process that is related with discovering the
resources for attracting suitable candidate for applicant for the company to meet the recruitment
requirements of staffing (Mone, London and Mone, 2018). Basically recruitment is a process of
creating a pool of table candidates who are interested in the job out of which two are selected by
the company. There are two forms of recruitment which can be used by HRM department of
M&S that is internal and external.
Recruitment Approaches:
Job Analysis & Competency Framework

This is a process of gathering information about the content and requirements of human
resource in the organisation for respective jobs and to identify the context of the jobs which are
needed to be performed. This is recruitment process which is essentials to perform for gaining
knowledge and accordingly develop the pool of candidates. Once analysis is done then relevant
competency frameworks are developed for conducting efficient actions to acquire staff for the
vacant jobs post.
Internal Recruitment
The internal recruitment process is when the business manager the HR manager is looking
within the company by the promoting for transferring experts from one office to another. In
simple words internal recruitment is a process when employer refers and show interest in the
existing workforce and their expertise for the available post.
 Strength- The strength of internal recruitment procedure is first it is very cheap M&S
position with the help of internal recruitment. Moreover, it is also one of the very quick
processes of recruiting staff which help managers to easily find a potential employee for
Employees with the company itself in a very limited time period. It is beneficial for
employees and employer as the workforce gets motivated and as their similar with the
company and the empowerment of M&S it is advantages for the organisation as well
(George and et. al., 2016).
 Weakness-The drawbacks of internal recruitment process is form used to restrict the
company for bringing fresh talents and that automatically stops the development of
company as well. Along with it shifting staff from one position to another result in
another vacant position for which it creates an obligation for HR manager to fill it.
External Recruitment
The external recruitment process is the second phenomena which is useful for M&S for
attracting and creating a pool of best talents. The process of external recruitment takes place
when the unit of company need to bring fresh talent and enhance the overall performance.
 Strength- The purpose of external recruitment is bringing new people to the company
who have fresh ideas and current expertise which will automatically bring advantages for
the company as better performance is conducted along with improved the actions of the
employees (B'far and et. al., 2017).