INTRODUCTION Human resource management is the area of management which is initiated with strategic approach to effective utilization of resources and planned workforce, so that they help business togaincompetitiveadvantageandattaingoalsandtargetsproperly(Schuler,2012).In organisation, HRM is the source to gain strength and realistic opportunities. In current scenario, organisation has more pumping funds and money to make it effective and proper to achieve organisational goals. This report will be carried on Marks & Spencer Plc is the leading multinational retailer which lead its business in clothing, home care products, food product and luxury goods. This report will cover various purpose and function of the HRM in the context and also the strength and weaknesses of different approach of recruitment and selection stage. This will also put light on benefits of different HRM practices in context with both employer and employee. Apart from this, it will put discussion on ground of importance of an employee relation to influence decision making and key elements of employment legislation. TASK 1 P1Purpose and functions of HRM in the workforce planning and resourcing an organisation. Human resource management is considered as strategic approach for the purpose of an effective management of an organisation's workforce, so they would gain the business advantage for the long period of time (Riscoe, 2016). For HRM, it has been designed for maximising the employee's efficiency and performance for accomplishing the defined goals or targets of an organisation. In context with Marks & Spencer, purpose and function of the human resource management should be well-defined and acknowledged. As Marks & Spencer is the leading clothes and garments retailer in United Kingdom, it is necessary that HRM should be implement in such a way that goals or objectives of a company would attain and achieve properly and effectively. The purpose and function of the human resource management are as follows: Purpose:The main purpose of human resource management is to regulate and take care of the HR practices in order to maintain the function and activities for the purpose to achieve long term goals or objectives of an organisation. Hence, in order to avoid this, Marks & Spencer needs to link various strategies and plan with the purpose to achieve organisational goals or targets.
Function:Organisation is regarded as combination of many people who works with common purpose of surviving business, hiring workforce, giving them training and development and motivate them for purpose of achieving company's objectives and defined targets. In context with Marks & Spencer, there are various function of human resource management which are as follows: Recruitment & Selection: In context with Marks & Spencer, this is the major function of human resource management of the company to recruit most suitable and perfect candidate, select them and train and develop for fulling the required vacancy and space. Here, perfect candidate means person with right skills, talent, knowledge and information. For this purpose, HR professional needs to be competent in order to judge and notice the behaviour, attitude and personality of the person (Gold, 2017). Orientation:It means process when any new employee introduced to existing employer's and employee, aware about infrastructure, systems, hierarchical structure, products an d service of an organisation. In context with Marks & Spencer, it is the duty of HR professional to make new employee aware about the current and future trends and past of the company. In this function HR should provide the clear insight about the vision & Mission of the company, targets, products or services etc. Training and development:This is the prime and foremost function of every organisation. In context with Marks & Spencer, after the recruitment & selection and orientation of an employee, next phase is training and development of them. This phase is very challenging and critical activities of the HR professional, where an employee needs to learn, adapt and gain various: Knowledge:Regarding the current market scenario, about company, their products or services, customer profile, acknowledgement etc. Skills:Suchascommunicationskills,attitudebuilding,personalitydevelopment, dressing sense, customer engagement etc(Bratton, 2017). For Marks & Spencer, it is the major duty and responsibility of the HR manager to make sure that all the activities regarding the training and development should be conducted with proper rules and regulations. Managing employee performance:In context with Marks & Spencer, effective employee performance is necessary for the organisation to achieve their well-structured goals and targets.
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Employee performance generally comes from high level motivation, inspiration, confidence by the seniors and top level executives and person. In order to enhance performance of an employee, Marks & Spencer should provide adequate pay and compensation, performance based incentives etc. This will help company to attain their long term objectives and goals (Taylor, 2014). Enhancing good working conditions:This is the main function of HRM in which HR executives of the Marks & Spencer needs to implement and formulate strategies and plans for enabling and motivating their employee's to achieve their defined goals and targets and also enhancing the effective and proper working culture in the company. P2Explain the strengths and weaknesses of different approaches to recruitment and selection Recruitment is the process of searching for the prospective candidate and stimulating and motivating them to apply for the job. It involves looking for an appropriate candidate by giving advertisement in the newspaper, journals and magazine and on employment websites or portals (Armstrong, 2015). This involves internal and external sources of recruitment. After recruitment, selection is the second process, when candidate is judged on the basis of aptitude, analytical, behaviour, personality and attitude etc. In context with Marks & Spencer, it is necessary and important to understand and analyse various strength and weaknesses of both the concepts. The following discussion will be taken place to know the current and future scope and chances of improvement and rectification. The explanation on this matter is as follows: Recruitment: Internal recruitment:It involves recruiting candidate from inside or those who already employed in an organisation. It is completely based on merit cum seniority basis. In this, suitable candidate is to be hired from the existing base of workforce such as transfer, promotion and references etc. The strength and weaknesses are as follow: Strength: Saving time and cost:In this, employee is generally hired from internal sources such as through promotion, transfer to the higher opportunities and references. It is helpful in saving time and cost for recruitment and selection (Purce, 2014). Less risky:Internal recruitment is less risky and protected. In this, employee for desired job position is hired from either the current base or past employee. So, in that case, organisation
is no need to hire and look for an employee from outside sources. Hence, it will result in less time and cost saving (Maguire, 2013). Weaknesses: Limited excess to employee:In this sources of recruitment, candidates are limited and required skills, knowledge and talent are not available at the higher level. Hence, it will also lead to less skilled employee. External recruitment:It involves hiring most prospective and appropriate candidate outside the company. In that case, company needs to hire an employee from outside sources such asrecruitmentagencies,newspaperadvertisement,othercompanies,campusplacement, employee referrals, job fair, employment agencies etc. (Renwick, 2016). In context with Marks & Spencer, it will be beneficial for company to get and hire most talented and skilled employee's in their organisation. The strength and weaknesses of external recruitment are as follows: Strength: Wide range of candidate:In this source of recruitment, there are large number of person for available designation or job role. So, employer used to hire candidate from outside sources such as through employment agencies, campus placements, job fair, employee referral etc. Through this, company would get most skilled, talented and well-equipped by knowledge candidate. Weaknesses: Cost and time consuming:This is one of the most critical and time consuming source of recruitment. In this, organisation is required to incur huge cost in advertisement in newspaper, magazine, journals along with recruiting through third party, employment agencies where company needs to give some percent of commission.
Illustration1: Types of Recruitment, 2018 Selection:It is the process of differentiating between applicants in order to identify those who have factors such as appropriate skills, talent and knowledge and higher likelihood for the job. It involves several tests such as aptitude test, personality test, analytical test, case study analysis etc. (McEvoy, 2012). This process comes after the recruitment and can take along with the interview stage. The mainstrengthof selection is that it provides appropriate candidate who is equipped by relevant skills, knowledge and talent to perform their tasks or job. Such candidate is used to come after the entire process of hiring. The mainweaknessesare it leads to incurring of high cost and time consuming. TASK 2 P3Explain the benefits of different HRM practices for employer and employee HRM practices are essential in an organisation for both employees and employers. In Marks and Spencer to manage organisational activities and to improve employee’s performance human resource management has important role (Buller, 2016). It involves different activities such as – recruiting, training, firing, paying, employee welfare administration, etc. All these
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activities are incomplete without employees and employer coordination. There are different benefits of HRM practices to both employees and employers such as – increasing motivation, training and development, retaining qualified employees, flexible workplace, maintaining good relations, etc. Employees benefits: -There are different benefits for employees by applying HRM practices which are described here: Conflict solving:Human resource management helps in solving conflicts arisen between employees or management in the organisation (Fine, 2012). In context to Marks and Spencer they help in interpreting operations and policies of company and determines suitable behaviour in the organisation. Along with this they make efforts to provide appropriate solutions for different matters such as - improper language, poor attitude, insubordination, and any other ill- mannered behaviours in the organisation. Training and development: -It is also one of the important role of human resource management to provide effective training and development to employees. In Marks and Spencer they execute various training programmes considering employees needs and requirements to improve their performance. HRM practise refers to an asset for employees, as it is useful for improving their skills to serve customers. Individuals working in M&S can take appropriate benefit of continuous training programmes organised by HRM (Szamosi, 2018). Information resources: -It is also one of the important responsibility of human resource management. In M&S HR managers provides all relevant information related to employees such as – assisting programmes, different benefits, compensatory advantages, leave of absence, etc. For example – If an employee's leader is not able to provide answer for any question , then it will be answered by HR department. Employers benefits: -Some advantages of HRM practices for employers are explained below: Flexible workplace: -Effective HRM practices helps in building flexible environment in workplace. In Marks and Spencer present employers also excepts contrasting conditions in comparison of past. It is easy to keep more flexibility in the organisation, as today's workers and their skills are diversified. Flexible workplace involves work location, work groups composition, accountability, work assignment, communication types, etc (Johnson, 2018).
Developingbetterrelations:-Keepingbetterrelationshipswithworkersinthe organisation helps employers in their development tracking. In Marks and Spencer it supports in assessing their performance and appropriate actions are taken, in order to control them. Human resource management drafts company's marketing programme and business. Encouraging optimistic behaviour: -Applying HRM practices in M&S will help in promoting positive behaviour between employers and employees. It helps in motivating them and becoming more efficient. It creates favourable situations in the environment and make them productive. Retaining educated employees: -Human resource practices plays an important role in recruiting and selecting qualified employees. In Marks and Spencer, it supports flexibility and easy approach in workers advantages. Its benefit to employers is that they gain well educated and qualified staff in the organisation. Therefore, it helps in reducing turnover and controlling risk. P4Effectiveness of different HRM practices for organisational profit and productivity. HRM will be effective for Marks & Spencer in regarded with raising profit and achieving goals or targets of an organisation (Daley, 2012). Since after the implementation of the Marks & Spencer, company has been grown at the huge level and raised their productivity at the greater level. There are various effectiveness of HRM practices in context with company are increasing employee morale, productivity, efficiency etc. In context with Marks & Spencer, detailed and comprehensive explanation is required for the betterment understanding of effectiveness of HRM practices: Innovation and high performing employee: It is the role and responsibility of the human resource management to promote healthy and innovative environment to motivate and enhance their employee to work effectively and efficiently for attainment of an organisational goals (Kim, 2012). In Marks & Spencer, it would be beneficial for an employee to increase their productivity as well as their contribution in the profit making for Marks & Spencer. TASK 3 P5Importance of employee relations in respect to influencing HRM decision making Employee relation is refer to as the company’s efforts to maintain the relationship between an employee and employer for accomplishment of common goals. Maintaining healthy
andwell-motivatedemployeerelationispre-requisitesforeveryorganisationalsuccess. Favourable employee relationship is required for higher productivity and employee satisfaction. It is taken into the consideration for removal of issues and problems relating to the people management in an organisation. In context with Marks & Spencer, company should ensure that good employee relations should be motivated and given more priority to accomplish defined goals or targets. It is required to discuss importance of employee for influencing effective HRM decision making in a proper and effective way: Helpful in the employee loyalty:Creation of motivating and encouraging working environment will help Marks & Spencer to increase employee loyalty towards their organisation. If there is an effective employee relation, it would help an organisation in a several ways such as: employee retention, effective training and development, pay and remuneration, reducing cost of managing workforce etc. For organisation, it is required to enhance will power of an employee to work and perform their task or work efficiently (Alton, 2013). Enhanceproductivity:IncontextwithMarks&Spencer,strongrelationamong employee to create pleasant atmosphere in an organisation. Effective productivity always comes from employee productivity and increased morale of them. In current scenario, companies are investing more on employee relationship such as tours, visits, parties etc. This is required to make each and every employee adjust and share their value and thoughts. Delegation of work:Employee relation is very efficient in the proper and effective delegation of work and task. Through delegation, it would easy to make good and effective relations among employee by providing equal opportunity to everyone with the proper skills and talent of an employee. For delegation, it is required to have equal contribution, vision, mission and values of an employee to make it happen. In context with Marks & Spencer, in order to gain effectivenessinwork,itisnecessarytohavedelegationinbothworkandrolesand responsibilities (Daley, 2012). Pure communication:It is necessary to have effective and pure communication skills, personality, and attitude to influence the behaviour of senior person or employer as well as other employee or colleagues of an organisation. Employee relation plays thee significant role in an overalldevelopmentandmodificationofanorganisation.Foraccomplishinggoalsand objectives of the Marks & Spencer, employee may wish to take various interaction such as eye- breaking session, self-introduction, mutual understanding etc. For Marks & Spencer, it is
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suggestible for company to conduct all given interaction for every two months. It would definitely result in achievement of business targets and goals. After such discussion, Marks & Spencer could get several opportunities to improve their relation between employee and employer. Mutual understanding and consent is important to raise the confidence and motivation of the workforce to enables long term collaboration and team work for purpose of attaining goals and targets P6 Key elements of employment legislation and the impact it has upon HRM decision making. In contextwithMarks &Spencer,therearevariouslegislation withregarded to employment and decision making process for the development and achieving the business goals or objectives are as follows: Employment legislation:It is the law which regulate the employment in the organisation with everyone who is working. Employment law is important, as it ensures identification of employees to be employed or not. It determines relationship of both employers and workers. Businesses having more employees, should use employment law (Kim, 2012). These legislations are made by government and state law, in order to secure rights of employees working in the organisation. In context to Marks and Spencer these laws are for employee’s protection such as – promoting safety and welfare, protecting discrimination, formation of required level to support economically, minimising work interruption because of organisational conflicts, etc. There are different acts for employees which are explained under: Fair Labour Standards Act:This law was made in 1938 and since its origin it has been altered many times. The Fair Labour Standards Act is an employment law which regulates different business activities such as child labour legislation, minimum wages, extra pay to the employees who are doing overtime, record keeping, etc. In Marks and Spencer using these laws by human resource management will promote employee’s protection and provide appropriate wages for their work. Occupational Health and Safety Act: -This act was made in 1970 by Occupational Health and Safety Administration. These laws need company agreement with different laws which helps in preventing workers from dangerous working surroundings (Kianto, 2012). In marks and Spencer this law will provide safety measures to employees who informs about presence of uncertainties in the workplace. The HR managers should keep certification of all
information related to dangerous materials and must train employees for unsafe jobs in the organisation. The Age Discrimination Act: -The Age Discrimination Act was enforced in 1967. This legislation is for the protection of employees and individuals completed the age of 40. It protects them from discrimination in the workplace or during recruitment process. In context to Marks and Spencer this law should help those employees from discrimination who are over the age of 40 and protect them against it. The Medical Disability Act: -The medical disability act describes how an employee is treated in a disable condition, as it is for employee’s favour (Andreeva, 2016). In Marks and Spencer this act is applicable as it is a big organisation and it has many employees who should be protected from discrimination on the disability basis. The Equal Pay Act: -The equal pay act was enacted in 1963. It protects employees from paying different wages on basis of gender for same responsibility level and position of employees. In context to Marks and Spencer, company should determine that everyone should get equal salary and should be protected from discrimination of extra pay. Impact of these legislation on HRM practises: -Human resource management has essential role in coordinating these laws in the workplace. In context to Marks and Spencer the HR manager should complete all the formalities and liabilities related to law. The influence of these laws is regarding to employees, as they impact their working environment, work load, salary problems, etc. TASK 4 P7Application of HRM practices in a work-related context Human resource management is the field of management which basically deal with managing and controlling the manpower and workforce in an organisation to obtain the effective and productive results. The major role of HRM is its overall contribution in the developing and making the manpower or workforce capable to complete and perform in his/her more confidently andefficiently.Also,itsroleistopro-activeculturalandworkingenvironmentsinan organisation. Human resource management has several roles such as motivating, co-ordinating and enhancing an individual to increase its productivity and effectiveness for any task to be performed.In Marks & Spencer, company has to prepare the job advertisement which will cover
both job description along with the specification of the person. It is similar as the job analysis. Organisation needs to identify the potential and reliable candidate for the required and available job designation. For this, Marks & Spencer needs to discuss job description along with person specification for hiring the prospective candidate in the company are as follow:
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Job Description Marks & Spencer Job code:342R Job title:Marketing manager PFD exemption:Yes Report to:General manager Date of joining:15. December, 2018 Summary:The marketing manager should be responsible for all promotional and marketing campaign for creating awareness of the product and also the brand image. The person must have adequate and proper skills, talent and knowledge. They need to align and utilize it for development and welfare of the company. Roles & Responsibilities ï‚·The main role is to deliver company with profit and revenue generation along with the achievement of the marketing goals and objectives. ï‚·To conduct campaign and marketing activities such as public engagement, customer management and acquisition. ï‚·To maintain the brand image and awareness of the Marks & Spencer product & services. ï‚·To generate maximum profitability through marketing and promotional activities. Person specification Job code:342R Job title:Marketing manager PFD exemption:Yes Date of joining:15, December, 2018 Required Skills:Interpersonal skills, analytical potential, negotiation skills and communication ability. Candidate should be well-mannered and must have effective personality and attitude to tackle the work and problems properly. Experience:Minimum 2 year plus experience in the managerial position with an adequate knowledge and skills.
Qualification:Must be diploma in managerial course with marketing and finance Language:Well-formal in the English and other regional language Other attributes:Candidates should be equipped with negotiation, grievances management and arbitration skills etc.
CONCLUSION From the above report, it is concluded that human resource management is an important aspect in an organisation. It deals with managing and regulating the manpower in order to raise their potential and ability to attain self as well as organisational goals and targets. It is useful to discuss the purpose and function of the human resource management practices and activities. Employment legislation has provided the support to an employee regulation and function in contribution to the organisation. In the company, employee relations have resulted in effective co-ordination between employer and employee within the organisation. Every recruitment and selection process have their own importance and benefits. It is necessary to understand and know failure in these process to make it effective and efficient.
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