Human Resource Management - Marks and Spencer

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
P1 Functioning and purpose of Human Resource Management............................................1
P2 Different recruitment and selection methods....................................................................2
P3 Required documents for interview process.......................................................................4
P4 Review of different Human Resource Management practices..........................................6
P5 Importance of various characteristics................................................................................6
P6 Legal Aspect......................................................................................................................7
P7 Effective HRM practices used by firm in terms of accomplishing its objectives and
strategies ................................................................................................................................8
CONCLUSION .............................................................................................................................10
REFERENCES................................................................................................................................1

INTRODUCTION
Human Resource Management refers to a strategic approach used in an organisation to
manage its people effectively. This is done so that a business can develop a competitive
advantage. The Human Resource Management is designed in order to develop the employees
performance of the employees in service of the strategic objectives of the employers. The chosen
organisation for the report is Marks and Spencer (Bryson, 2017). The organisation was started in
1884 and it was started by Thomas Spencer and Michael Marks in Leeds, United Kingdom. It is
a retailer that is multinational and headquartered in Westminster, London and having 80,787
employees globally.
The turnover of the organisation is 10 million pounds in 2018. The share price of the
company is 234.00. The report is going to explain the purpose of Human Resource Management
in Marks and Spencer. The report is going to explain its various functions and would explore
different recruitment and selection methods used within Marks and Spencer. Along with it, an
appropriate job description is going to be designed while explaining in what manner employee
relations of the organisation are managed effectively.
P1 Functioning and purpose of Human Resource Management
The HRM of Marks and Spencer tends to serve a variety of purposes which includes
making effective use of resources in order to ensure that appropriate growth and development is
taking place for the organisation and set profitability is going to be achieved. The organisation
needs to manage its resources which are its employee appropriately. In order to do this, the HR
department have to provide them with required salaries and ensure that they are satisfied with
what they are receiving from the organisation. The next main purpose of HRM in Marks and
Spencer is improve its resources and make sure that its employees are ready for the next thing
which can be a set task, goals or chosen objective.
The department is also responsible for engaging employees within the organisation, it is
because employee engagement is one of the most effective requirement of Marks and Spencer.
As being a large organisation, it is important for the organisation to keep the organisational
employees engaged in order to achieve set objectives and goals (Nieves and Segarra-Ciprés,
2015). Along with it, it is important for the company to promote company culture, it is because
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promotion of the company culture makes the organisation attract more and more skilled and
suitable employees and achieve set growth and development while achieving set goals.
Different functions of HRM
The HRM functions typically fall into 3 different areas: Managerial Functions: The managerial function of the organisation tends to play a role
which is important in planning, organising, directing and controlling (Bogner, 2018). It is
the job of HRM managers to appropriately plan required activities in order to meet the
goals and objectives of the organisation. After this, the management tends to organise
everything as per the requirements and ensure that the chosen goals and objectives are
being achieved. Directing everything as per the set goals and controlling everything as
required is its essential requirement and functions of the HRM. Operative Functions: The operative functions are the ones in which the HRM tends to
promote activities such as training and development, motivation, maintenance,
acquisition etc. in Marks and Spencer (Zijlstra and Vanoutrive, 2018). In order to ensure
that appropriate growth and development is taking place it is important for the
organisation to provide appropriate training and development to its employees.
Motivation is another important for the organisation and requires providing its employees
with appropriate motivation to ensure that set growth and development is taking place
and they are working effectively in order to reach set goals and objectives.
 Advisory Functions: The advisory functions of the HRM is its top management and
department heads (Maimako, 2016). It is important for the Human Resource of the
organisation to ensure that they are providing appropriate directions to the employees
working within the Human Resource and ensuring good team work and goal
achievement.
P2 Different recruitment and selection methods
It is important for the HRM of Marks and Spencer to make use of different recruitment
and selection methods. Below explored are these methods:
RECRUITMENT METHODS Internal Methods
Promotions: From promotions the Human Resource Management of Marks and Spencer
tends to promote the employees working in the organisation (Roberts, 2015). It tends to help the
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organisation in selecting the skilled and appropriate employees for the chosen job roles and
ensure that set goals and objectives are being achieved.
Transfers: Transfer refers to the process of interchanging from one job to another
without making any change in responsibilities and rank (Middlewood and Abbott, 2017). In this
process, the Human Resource Management of Marks and Spencer tends to make the employee
shift from one department to another and often from one location to another as the position
requires. This is one of the most effective methods of recruiting employees internally.
Advantages Disadvantages
These methods are very easy, cost effective,
quick and easy.
The method tends to carry a limited scope
because all the vacant positions are not able to
be fulfilled.
These methods does not requires any sort of
training and induction, the candidates are
already aware of their responsibilities and jobs.
There are chances of employee conflicts in this
process between the employee which are
promoted and which are not.
 External Methods
Direct Recruitment: In this method of recruitment, the notice of vacancy is placed on the notice
board in Marks and Spencer.
Advertisements: In this method, the organisation tends to advertise its vacancies on print,
electronic media etc.
Advantages Disadvantages
These methods tends to encourage new
opportunities for ones who are seeking job.
Along with it, it helps the organisation to
increase its branding from external sources.
These process consumes more time and effort
and the cost incurred is a lot. The external
candidates demand more benefits and
remuneration.
The recruitment process have strength and weakness which are as here: the strength of
recruitment process is good visibility in the hiring needs and accurate job information. Other
hand weakness of recruitment process is take various time in hiring new employees. It is more
consuming process and selection.
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 SELECTION METHODS
Interview: The interview process is one of the most important and most used process in the
organisation. It helps the Human Resource of Marks and Spencer to choose the right employees
are per the requirements.
Online Screening: The online screening methods is another important process of selection used
in Marks and Spencer (Hornstein, 2015). The human resource management tends to screen the
applicants online and tends to choose the employees are per set needs and requirements.
Advantages Disadvantages
The process of interviews and online screening
are fast and effective.
These process tends to require a huge amount
of human efforts and there's no guarantee of
success.
The selection process have strength and weakness which are as here, the strength of selection
process is to hire best candidate as per qualification of peoples. The weakness of selection
process is to require the high amount and human efforts.
P3 Required documents for interview process
Job Description
Job Title Human Resource Assistant
Reports To Human Resource Manager
Job Overview Effective in managing people and process
within a multinational organisation. The
individual needs to be good at managing
relationships and identifying the appropriate
candidates for the organisation.
Responsibilities and Duties  Taking interviews
 Managing day to day activities
 Providing salaries
 Managing employee conflicts
 Managing employee relations
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Qualifications MBA in Human Resource and Bachelors in and
management field
Interview Questionnaire
Question 1: Tell us about a goal which you've set for yourself and how you've achieved it?
Question 2: Tell us about a difficult situation which is being faced by you and in what manner
you made a decision to resolve it?
Question 3: Provide us with an example of a situation where you've showcased your leadership
skills?
Score Sheet
SELECTION CRITERIA EXCELLENT GOOD FAIR POOR
Firm Handshake
Introduction (eye contact, smile)
Grooming
Resume
Answer to question #1
Answer to question #2
Answer to question #3
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Job offer letter
Subject: Marks and Spencer, Job Offer
Dear John,
Marks and Spencer is pleased to offer you the position of Human Resource Assistant reporting
to London headquarters in Marks and Spencer offices.
The start date of your job is going to be July 4, 2019. Enclosed with the letter is out welcome
package with outline the benefits and salaries, as well as the procedures and policies.
Please sign in order to acknowledge receipt and your acceptance to our terms and return the last
past in the provided envelope.
Also, we are always available to assist you regarding any queries, please feel free to contact us
with any questions (Šikýř, 2015). We welcome you to the team.
Best,
John Lee
Human Resources
Marks and Spencer
Appropriation of Human Resource practices in Marks and Spencer
The human resources practices within Marks and Spencer are able in providing the
employees with appropriate growth and development opportunities. In order to do that, the HRM
department of the organisation tends to provide the employees with appropriate training and
development. This ensures that department is capable to make the organisation achieve set goals
and objectives (Jensen, 2017). Also, the department manages employee relations effectively and
ensure that the employee are being retained for a long time.
P4 Review of different Human Resource Management practices
Below mentioned are a variety of practices of Human Resource Management and the role
HR department plays in Marks and Spencer: Providing security of employees: This practice of HRM is very important and beneficial
practice for the organisation. This can help the organisation in retaining its employees for
a long period of time. It is because the provision of security to the employees makes them
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feel safe (Rihm, Trautmann and Zimmermann, 2018). This is often done by providing
them with life insurances, residences to live in etc. Provision of better security allows the
organisation to retain its employees for a long period of time. This can help to increase
the productivity and portability of company by providing security to employees. Hiring the right people: It is important for the HRM to hire the right people for the
organisation. It is because hiring the right people would allow the organisation to ensure
that appropriate growth and development is taking place in while achieving set goals and
objectives. Hiring the right people also attracts the right people to the organisation. This
can help to increase the productivity and portability of company by hiring right and
correct employees.
 Training and development: It is important for the organisation's HRM department to
provide effective training and development to its employees. Good training and
development would help the employees to work at their complete potential and the
organisation to develop and motivate their employees. This can help to increase the
productivity and portability of company by providing best and effective training to their
employees.
P5 Importance of various characteristics
Below mentioned are the important characteristics of a Human Resource personnel:
 Trust: It is one of the most important characteristic which is required in order to ensure
there is an appropriate bonding between people of the organisation and its departments.
Along with it, it is important for the organisation to create a bond of trust with its
employees. Trust helps the people to ensure that they are safe with each other while
working and can share things if they are feeling troubled. This helps the employees of the
human resource to build good and effective bond with the people of the organisation and
ensure that set growth and development is taking place. Trust is help to flexible working
within the flexible organisation fort making good result of work.
 Openness: Openness is another important characteristic which is required for a human
resource personnel in order to manage relationships effectively (Ross, 2017). It is
important for the human resource employees to be open with other employees of Marks
and Spencer. Being open helps people to understand each other and help each other at
times when needed. This is one of the most important aspect which can be maintained to
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create long-lasting relationships and retain employee by human resource management.
Openness is very important and effective for using freely work at organisation with good
result of work.
 Willingness to co-operate: It is important for the employees of the Human Resource in
Marks and Spencer to have a willingness to co-operate. It is because without having a
willingness to cooperate the employees flexible working in the flexible organisation
would not be able to learn anything about each other and their work (Bryson, 2017). This
is important for the organisations' employees to cooperate with each other in terms of
maintaining better communication, teamwork, personal growth and ensure that
appropriate practices of growth and development is taking place for them and Marks and
Spencer as well.
 Being Open to diverse views: It is important for the people working in flexible manner
in the organisation to be open towards diverse views. The people in Marks and Spencer
needs to have diverse views about the organisational culture, their own thinking,
behaviours etc. Being open would help the employees of human resource to learn more
about the employees of the organisation and solve their problems at times needed.
 Psychological Contract: The psychological contract refers to set of unwritten
expectations of the employment relationships as a formal, distinct, codified contract of
employment. This contract is seen as important aspect in order to build relationships
between the Marks and Spencer and its employees. It is important in order to ensure that
the organisation is building strong relationships with its employees while they are hiring
them (Nieves and Segarra-Ciprés, 2015). Also, it tends to clear out the issues which they
are having at the times when they are being hired. Completing those needs are help to
employees for free work in organisation.
P6 Legal Aspect
A. VARIOUS LAWS WHICH MARKS AND SPENCER HAVE TO FOLLOW Equality Act, 2003: It is important for the organisation to equally treat their employees.
Equal treatment ensure productivity and growth and development. The law of Equality
Act ensure that the employees are being treated equally. Data Protection Act, 1998: The data protection act is one of the most important law
among retaining and helping employees employee information. It can ensure that the
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organisation is protecting the employee information and is not facing any issues in
keeping the employees safe and secure. Equal Pay Act, 1970: Equal pay act tends to ensure that the employees are being paid
equally within the organisation (Bogner, 2018). It helps the organisation to pay its
employees equally and ensure that they are not facing any issues regarding salaries. Also,
it saves the organisation from the trouble of employee conflicts. Sex Discrimination Act, 1975: The sex discrimination act is one of the most important
laws which is needed to be followed in the organisation. Under this law, it is not allowed
to any of the organisations to discriminate its people as per their sexes.
 Employment Relation Act 2004: The employment relation act provides the organisation
with an important aspect of maintaining good relationships with its employees. It is
important for an organisation to maintain good relationships within its employees and
provides them with appropriate support.
B. IN WHAT MANNER LAWS ARE BEEN DETAILED WITHIN THE
ORGANISATION
In Marks and Spencer, the equality act is implemented by treating each employee equally
and providing them with equal rights. The data protection act is implemented by providing the
employees with satisfaction that their data is safe and keeping it safe. Under equal pay act the
organisation does not discriminates between its employees and pays them equally. Also, the sex
discrimination act allows the Marks and Spencer to do not discriminate the employees as per
their sexes (Maimako, 2016). At last, under the employment relation act the organisation
maintains good relationships with its employees and ensures that they are being provided with
good support and safety.
When decisions are being made these laws tend to make the practices of Human
Resource management difficult. The managers have to consider the laws before making any
important decisions. If the laws are not being understood really well, it is going to make the
functioning of HR difficult in future.
P7 Effective HRM practices used by firm in terms of accomplishing its objectives and strategies
Human resources management (HRM) practices communicate in anticipate performance
such which HRM system consisting of activities which increases ability, motivation and chances
of workforce in the company (Roberts, 2015). It leads to larger performance of company than
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human resources management existing of activities which increases one one or two of these
manpower features. There are many HRM practices like:
Giving security to workers:
It is the best practice of human resources management. Employer who allows the workers
to give for themselves and their family. It in centred the number one reason why people come to
work. In order to that, employment security also good for company like Marks and Spencer
because it aid them retain their workers. They are ones who have invested in the selection,
training and development of these workers (Middlewood and Abbott, 2017). This can aid to
accomplish objectives and strategies of the organization.
Selective hiring:
It is second practices of HRM which allows to bring in workers who add value in the
firm. For selective hiring, HR department utilised the different methods of recruiting and
selecting the suitable to job role. Therefore, these employees contributed to accomplish the
objectives ad strategies of Marks and Spencer.
Self-managed and effective team:
Effective team work is important in accomplishing objectives. High performance group
are important for any organization when it comes to accomplish the success. Groups give value
because they belong of people who think differently but are working towards common
objectives. This refers that various thoughts are generated to aid accomplish the objectives of the
Marks and Spencer.
Training in relevant skills:
Training is the best practice of human resources management for developing the skills
and knowledge which is relevant skills and competencies of employees within the firm. In this
context, HRM highly invest on training of employees, so that they contributed in accomplishing
the objectives and strategies of Marks and Spencer. Training, learning and development has
become to stay creative, grow faster and sustain competitive edge in the industry (Hornstein,
2015). With the help of it, employees are highly contributed for the accomplishing objectives and
strategies of the company.
Performance based compensation:
Possible compensation is the also human resources management practice followed by HR
department of firm. It has everything to do with compensation and benefits. For example: profits
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sharing, shared ownership and stock options (Šikýř, 2015). These are great modes to make
employee commitment to long term vision and retain high potentials of Marks and Spencer. With
the help of it, employees are highly contributed for the accomplishing objectives and strategies
of the company.
CONCLUSION
This report has summarised that different purpose and function of human resources
management of the firm. Functions involves managerial, advisory and operative which aid to
accomplish the objectives of firm. It can be concluded that different methods of recruitment and
selection like internal and external which includes transfer, online screening and etc. It can be
discussed that different HRM practices like employment security, performance based
compensation, training, self-managed and effective team work which has aid to accomplishing
objectives and strategies of the company.
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