Human resource Management

Please see atached L01 and L02 instructions from teacher and also assigment brief

Human Resource
Development

Contents
INTRODUCTION...............................................................................................................................3
MAIN BODY.......................................................................................................................................3
LO1.......................................................................................................................................................3
P1 Explain the purpose and the functions 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
LO2.......................................................................................................................................................7
P3 Explain the benefits of different HRM practices within an organisation for both the employer
and employee.....................................................................................................................................7
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational profit
and productivity.................................................................................................................................8
LO3.......................................................................................................................................................9
P5 Analyse the importance of employee relations in respect to influencing HRM decision- making 9
LO4.....................................................................................................................................................10
P7 Illustrate the application of HRM practices in a workrelated context, using specific examples..10
CONCLUSION..................................................................................................................................15
REFERENCES..................................................................................................................................16

INTRODUCTION
Human resource management play an important role in an organisation that involves
all the business decisions and actions that affect relationship between employees and
organisation (Buller and McEvoy, 2012). This is also known as formal system that devised
for the management of people within the firm. In this context, manager of human resources
department works responsibly in terms of designing work culture, employee’s management
and so on. This report is based on Marks and Spencer which is a British multinational retailer
founded by Michael Marks and Thomas Spencer in the year of 1884. This organisation
provides quality services globally to its customers by analysing their requirements as well as
needs. This report is going to determine purpose and functions of HRM in context of
workforce planning as well as strength and weaknesses of different recruitment selection
methods. Further, it will going to cover benefits and effectiveness of HRM practices for
employer and employee in M&S. At last it will going to determine importance of employee
relation, employment legislation and HRM documentation in an organisational context.
MAIN BODY
LO1
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation
Overview of the organisation: Marks and Spencer is a UK-based multinational retailer
headquarters in London offers a wide variety of clothes, food products and home products.
The company was founded in the year 1884 and presently they have around 959 stores across
UK which includes 615 stores that sells food products. They have full line stores that include
all the offerings of M&S in which the size of the store and the collection is dependent upon
the demographics of the customers. With increasing competition the company also offer their
products through online platform as well (Albrecht, 2015).
Meaning of HRM: Human resource management is considered to be a process within
the organisation that facilitates recruitment and selection of the candidates so that better talent
with organisation can be ensured. Human Resource Department of Marks and Spencer is
responsible for various activities related to the Employees such as organising induction and
orientation programmes, planning of benefits and compensations, training and development
programs etc. The better human resource management of the organisation, better and

competent is the workforce as with effective workforce planning the employees can be
provided required trainings for improving skills and abilities. This has direct impact on their
performance and thus the overall productivity of the organisation.
Purpose of human Resource Management: HRM is responsible for development of
Human Resource within the organisation so that their competence and capabilities can be
improved by enhancing their skills, knowledge and experience. The human resource
department of M&S plays crucial role in accomplishing the over organisational objectives as
they have following purpose:
 Employee engagement: The HRM organises various events and activities so that they
can develop better understanding among the employees by ensuring their
participation. This facility is them to make their employees work together so that they
can achieve the organisational objective (Sal and Raja, 2016).
 Employee satisfaction: The purpose of HRM is to keep their employees satisfied by
developing better relations with them and giving them opportunity to grow. This
enables them to retain their employees for a longer period as well as to keep them
motivated.
Functions of Human Resource Management: HRM performs various functions for the
M&S which enables them to manage their employees efficiently. The functions of HRM in
M&S are given below:
 Employee planning: The human resource department of the organisation formulate
various plans with which they can ensure the development and improvement in the
employees so that they can perform their role in a better way.
 Training and development: Various training and development programs are organised
human Resource Department as per the requirement of the employees so that the
employees can be made competent enough to adopt the challenges and changes within
the organisation such as technological change.
Workforce planning play crucial role in managing the needs of the employees by
identifying them and the human resource management efficiently manages the employees by
determining the exact number of requirement of the employee. This enables the M&S to
ensure the management of performance gap, skill gap in the employees and it enables them to
easily achieve their target as it makes their workforce competent and capable of undertaking
challenging roles.

P2 Explain the strengths and weaknesses of different approaches to recruitment and selection
To have competent and capable employee it is important for the organisation to
recruit and select suitable candidate that can perform better. For this the human resource
management of Marks and Spencer undertake recruitment and selection process on the basis
of workforce planning so that they can ensure availability of suitable candidate for different
roles (Brewster, 2016). Various recruitment and selection approaches are given below:
Recruitment: Recruitment is defined as a process of attracting people and creating a pool of
talent out of which suitable candidate can be selected by M&S. The recruitment can be done
internally as well as externally.
Internal recruitment: When the manager fill the vacancy with the internal movement of the
existing employees by way of promotions, transfers etc. is known as internal recruitment. It is
cost effective and time saving method of filling the vacant position. Various internal
recruitment of approaches are given below:
 Transfer: It is a method in which the employee is shifted to another higher or lower
level job within the organisation as per their performance and vacancy.
 Promotion: In this method the employee is provided higher position allows to move
to new job role on the basis of their capabilities and performance with more
responsibilities and authority (Marchington, 2016).
STRENGTH WEAKENESS
It facilitates the Marks and Spencer to motivate
their employees to perform better so that they
can move to higher position on the basis of
their capabilities and competence.
It creates weaknesses for Marks and Spencer in
terms of lack of new talent in the organisation
which can provide new and innovative ideas
for the growth of business.
External recruitment: When the manager higher the employees outside the organisation
with the aim to appoint new talent it is considered as external sources of recruitment. There
are various external recruitment sources such as:
 Advertisement: Advertisement for the vacancy organisations are published with the
help of which they attract a large number of people out of that suitable one can be
selected.

 Placement agencies: The small consultancies and third party agents provide suitable
candidate to the organisation as per the requirement of the organisation (Herath and
Prato, 2017).
STRENGTH WEAKENESS
The strength of external recruitment for Marks
and Spencer is that with this they can bring in
new talent who has better understanding of the
environment and prevailing technology.
Recruitment from this increases the
requirement of training and development for
the new employees due to which the overall
cost of the organisation increases.
Selection: Selection is defined as a process in which suitable candidate is selected by the
organisation out of the pool created by them in the recruitment process. Skills and abilities of
the candidate are evaluated on the basis of various test and interviews in which previous
questions are outside to them. The selection approach that is adopted by Marks and Spencer
is given below:
Interview: This is one of the common approaches for the selection of the candidate which
various questions are asked by the interviewer with the aim of assessing skill knowledge and
abilities of the individual to perform the particular role (Klingner, Llorens and Nalbandian,
2015).
STRENGTH WEAKENESS
It provides flexibility to the interviewer for
analysing the abilities of the candidate by
customising the questions as per capabilities of
the candidate.
This process can be biased as if interviewer is
known to the candidate also this process is
time-consuming in case of a large number of
applicants.
LO2
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee
Human Resource Department of Marks and Spencer performs various functions and
undertake various practices for efficiently managing and developing the employees.

The HRM practices along with their benefits to the employee and employer in context of
M&S are given below:
Training and development: Various training programs are organised for the
employees so that the skills and capabilities of the employees can be updated. This enables
them to adopt the new technology and other changes taking place in the organisation
efficiently. The development sessions improve the ability to understand and analyse the
situation in a better way. With the help of such program overall capability and efficiency for
grabbing the opportunity can be improved (Paillé, 2014). Different types of training that are
offered today employees of Marks and Spencer are promotional training, on the job training
etc.
Benefits of HR practice to employee Benefits of HR practice to employer
It improves the level of satisfaction of the
employee which has direct impact on their
performance. This enables the company to
accomplish their objective with better
efficiency and productivity.
Competent workforce enables Marks and
Spencer in accomplishing their goal of overall
development as well as better profitability.
Performance management and monitoring: Human Resource Department
managing the performance of employees of Marks and Spencer. On the basis of this they
determine the rewards as well as the requirement of changes that the need to made for
improving the overall work environment and productivity. With the help of this management
approach the managers and the workers of Marks and Spencer collaboratively decide the
plans, ways to monitor and review the performance of the individual employee so that
performance of each and every employee is analysed and monitor (Stone, 2015).
Benefits of HR practice to employee Benefits of HR practice to employer
The performance evaluation facilities the
employee to identify their strength and
weaknesses so that they can accordingly bring
changes in their way of executing their role.
With the help of this the human resource
manager of Mark and Spencer can determine
the abilities and competence of the employee
on the basis of which various roles and
authority are provided to them. It will facilitate
the company to enhance their profitability and

overall efficiency.
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity
HRM practices are those types of practices that help in growth of an organization by
creating a healthy and competitive environment of an organization. This helps in motivating,
retaining and development of employees. Further these practices have been explained as
follows in relation to M&S organization.
Reward system: It is one of the most important practices that is being followed
within an organization as it helps inn uplifting of employees within an organization. This
system is also responsible for making employees of an organization grow within an
organization. In other words an reward system is being set up for managing control over
behavior of employee at workplace. HR manager is being helped after determining of
performance of workers and keeping in mind current goals of an organizational and is helpful
in attracting of new employees that are going to join in future. Having an good reward system
is going to help in keeping employees happy, loyalty of employees is also maintained and
increases eagerness to move up in the ladder (Delery and Roumpi, 2017). Rewards like public
reorganization and additional pay help in motivating of employees to given better
performance. M&S is going to be benefitted with this practice of reward system in a manner
that it is going to increase confidence of employees and is going to motivate them towards
doing better performance. This also makes them feel part of the organization that is
eventually going to increase loyalty towards M&S.
Flexible working system: This is a very effective practices as it related to an working
pattern of an organization. Such practices make more easiness in the procedure of
accomplishing a task. It result in making it more smooth to be achieved. System of such type
is basic element to make an organization success. In other words, flexitime is
a system whereby employees contract to work a specific number of hours a week but are free
to vary the hours of work within certain limits. Flexible working is also known as flexitime
which is referred to non-traditional working arrangements that are to be taken control and
account in order to satisfy individual workers need which often leads to work under uncertain
circumstances. Also these are known as working arrangements done keeping in mind all
needs of an employee’s these mainly includes basic facilities to be provided in proper

manner. M&S is going to be benefitted from this in a manner that this has to make the
employees feel comfortable to work in an organization. It is also going to help in taking part
in decision making mechanism (Kanfer, Frese and Johnson, 2017). As employees are
required to tell their needs as per which a plan is going to be prepared over working.
Both this practices is going to have a positive impact over an organization like M&S
as they are going to enhance the working style and makes employees work with dedication.
Also transparency is going to be there in an employee.
LO3
P5 Analyse the importance of employee relations in respect to influencing HRM decision-
making
In an organisation, several approaches are taken into consideration in order to
improve employee’s relation as well as to develop employee engagement (Chelladurai and
Kerwin, 2017). In context of M&S, HR manager works responsibly to develop several
strategies that assist to develop a positive employee relation at their workplace. The
importance of developing such employee relation strategies are:
Organisational culture:A positive relation between employees assist in an
organisation to develop a positive work culture. In this regard it is required to for employer to
perform strategically to develop a positive collaboration between each and every employees.
Thus, the HR manager of M&S implements several strategies to build an organisational
culture with the help of employee’s collaboration and engagement.
Improve productivity: A positive working relation between employee and employer
assist in improving business productivity.The manager of M&S construct employee’s relation
that assist them in attaining target objectives and goals by providing productive services to
their customers. These kind of practices provide opportunity to attain desired business growth
and sustainability.
Promote Teamwork:While working in a team, it is required to have a positive
employee relation among all the staff workers (Foster, 2014). The human resource manager
of M&S make sure that their employees work mutually with the help of effective working
understanding. These kind of practices assist in attaining assigned task within a given time
duration. Team working practices also helps in conflict resolution between employees by
promoting to them to work as a team.

P6 Identify key employment legislation relevant to your organisation
Employment legislation refers to the rights of workers that regulates their relationship
with employer. It is a responsibility of HR department is to put employment law in their
business policies in order to protect their worker’s rights. In M&S, HR manager implements
all the required legislation in their employment policies that assist them in developing
positive employee relations at workplace. Example of some of the legislations are:
Minimum wage act, 1998: This is an act to make provision for the workers to get a
set amount of wages from its employer. Minimum wages act determine what is the hourly
rate at which a person is to be work. HR manager of M&S implement such legislation in their
business police in order to providing a set amount of wages to all their workers.
Data Protection: This act was basically developed to protect persona information of
customer and employees which are used by organisation. It is a responsibility of HR manager
to protect all the details of their employees. Thus, the HR manager of M&S handle all the
details and information of their worker and make them secure and confidential.
Equality act: As per this act, it is a responsibility of employer to provide equal
opportunity of employment to each individual (Kim, 2012). HR manager of M&S implement
equality policies in their employment structure that prohibits discrimination on the basis of
sex, disability, culture, age and so on. They provide employment services to individual on the
basis of their experience and qualification by implementing equality.
LO4
P7 Illustrate the application of HRM practices in a workrelated context, using specific
examples
HRM practices implements management of several documentations that helps in
staffing, recruitment and selection of desired candidate (Nickson, 2013). In M&S, HR
manager implement several modes and procedures through which they evaluate capabilities
of individual before provide them any designation at workplace. The details of these
documentations are determined below as:
Job specification:
Job Specification
Company: Marks and Spencer

Job Role: Marketing Manager
Department: Marketing and Sales
Salary: Negotiable
Job type: Full Time
Location: England, United Kingdom
Job Specifications:
 Supervises the creation of all advertising activities and campaigns.
 Demonstrated ability to enhance business productivity, departmental approaches
and input from on-going activities.
 Responsible for the implementation of marketing campaigns within the
organization.
Responsibilities:
 Market evaluation for new product opportunity, customer need analysis as well as
demand of potential product and services.
 Market knowledge and understanding of market strategy for the effective execution
of plan and product services.
 Evaluation and management need of distribution channels.
 Knowledge of print media, social media and paper media approaches for
promotions and advertising.
Interested candidates can forward their CVs at hr@m&s.com or contact us on+00445698.
Thanks and Regards
MR. Robin Streep
Human Resource Manager
(Marks & Spencer)
England, United Kingdom
+00445698
CV:
Curriculum Vitae

Name: Mr. David Smith
Contact Number: 04415639
Email Id: [e-mail]
Address: Old Gloucester Street, England, United Kingdom
Position: Marketing Manger
Excellent interpersonal and leadership skills will help in developing and maintaining strong
relations while encouraging teams to carry out the project successfully.
Educational Qualification:
Graduation: Bachelors in Commerce
University of Oxford, United kingdom
Year: 2012
Post-Graduation: Masters in Business Administration (Marketing)
University of Oxford, United kingdom
Year: 2015
Professional Experience:
 Company Name: NEXT plc
Duration: 3 years (2017-2020)
Position: Marketing Manager
 Company Name: H&M
Duration: 2 years (2015-2017)
Position: Marketing Manager
Key skills:
 Good communication skills
 Leadership skill
 Research and Development skill
 Creative and good at problem solving Patient and polite by nature

Preparatory Notes:
Candidate Name:
Panel Number:
Essential Criteria
Educated to degree level or equivalent
Notes
Appropriate experience in a shown working
environment
Applicable experience in Marketing profile
Knowledge of Marketing terms and approaches
Appropriate market research tactics and
strategic knowledge
Strong team leading and customer interaction
skill
Knowledge of good interpersonal
communication language to communicate
diverse customer
Well versed in market experience and have the
capacity to manage and handle customer’s
requirement and needs.
Desirable Criteria Notes
Knowledge of legal and intellectual property
norms
Knowledge of Product description and market
analysis practices.
Enthusiastic towards working profile.
Job Offer:

Job Offer Letter
Marks and Spencer
Waterside House, 35 N Wharf Rd, Paddington, London W2 1NW, United Kingdom
May 15, 2019
Mr. David Smith,
We are happy and pleased to offer you a position of Marketing Manager in Marks and
Spencer. We feel that tour skills and working experience will be valuable for our
organisation to attain desired targets. The type of your job is full time of 6 days working
within a week. As per the discussion we have decided that your initial salary will be
£60,000. As a full-time employee, you will have the right to get a benefit package from the
company.The key features of work offer and profit are listed in the attached document.
If you choose to accept this offer, than please sign the scanned copy of this offer latter.
After this I would call you for the necessary attachments as qualification documents and
experience letter. If you have any quarry reading employment policies than please contact
us on our official website or on given number +00445698.
Sincerely,
MR. Robin Streep
Human Resource Manager
(Marks & Spencer)
England, United Kingdom
+00445698
Evaluation of the process:
Training and development:In context of evaluation, it is responsibility of HR
manager to conduct training session for their employees in order to analyse their skills for the
improvement (Purce, 2014). HR manager of M&S conducts several training sessions for their
employees in order to improve their interpersonal skill in order to desired objectives and
targets of firm.

Compensation and performance appraisal: This is a most effective evaluation
process that helps in developing employee’s morale. HR manager of M&S conduct timely
evaluation process in order to analyse skill of their existing employees for their performance
appraisals. This is a most effective process that also works as a motivation tool for employees
in order to retain them in organisation for a long duration.
CONCLUSION
From the above report it has been summarised that Human resource management play
a most important role in an organisation. Major responsibility of HR manager is to conduct
recruitments process, staffing, training and development in order to enhance productivity of
firm. Human resource department of firm helps in developing employee relation in order to
maximise opportunity to attain desired growth with the help of productive workforce.
Another role of HR manager is to implement employment legislation in create sustainability
in organisation.

REFERENCES
Books and Journals
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Human Kinetics.
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Apress, Berkeley, CA.
Kim, S., 2012. The impact of human resource management on state government IT employee
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Nickson, D., 2013. Human resource management for hospitality, tourism and events.
Routledge.
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practices and competitive advantage: An integrated approach. Journal of
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466.
Stone, D. L., and et. al., 2015. The influence of technology on the future of human resource
management. Human Resource Management Review. 25(2). pp.216-231.
Delery, J.E. and Roumpi, D., 2017. Strategic human resource management, human capital
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Management Journal. 27(1). pp.1-21.
Kanfer, R., Frese, M. and Johnson, R.E., 2017. Motivation related to work: A century of
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Marchington, and et. al., 2016. Human resource management at work. Kogan Page
Publishers

Sal, A. and Raja, M., 2016. The impact of training and development on employees
performance and productivity. International Journal of Management Sciences and
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