Human Resource Management in Global Business

This assignment delves into the crucial role of human resource (HR) functions within the context of global talent management. It examines the influence of personnel selection tools on counterproductive work behaviors and explores how HR practices contribute to organizational justice and effectiveness. The assignment also touches upon the relationship between high-performance work systems and employee performance, drawing from academic research and publications.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and functions of Human Resource Management.....................................................1
P2 Strengths and weaknesses of recruitment and selection........................................................3
TASK 2............................................................................................................................................4
P3 Benefits of different HRM practices both employees and employer.....................................4
P4 Effectiveness of different HRM practices in increasing organisational profit......................6
TASK 3............................................................................................................................................7
P5 Importance of employee relation ..........................................................................................7
P6 Key elements of employment legislation and impact on decision making ...........................8
TASK 4 ...........................................................................................................................................9
P7 Application of HRM practices in work related context.........................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
It is a process of hiring and selecting right candidates for right job. In Human Resource
Management involves induction or orientation,recruitment and selecting right person, training
and development, managing salary, providing incentives, to evaluate the performance of
employees etc. The main aim of this human resource department is to increase efficiency and
productivity of business. Mark& Spencer is a big retail business firm. It provides good quality
and satisfactory products or services to its customers (Greenberg and Colquitt, 2013). This
company deals in luxury food products, clothing, home products etc. In this present report
mentioned about the functions and purpose of human resource management. The recruitment and
selection have some weaknesses and strengths of different approaches. This department adopts
and uses many different HRM practices which are helpful in making business successful. There
are many benefits of these practices for both employees and employer. These practices helps in
archiving an organisational objectives. In an organisation, employee relation is very important
and it can influence on decision making process.

TASK 1
P1 Purpose and functions of Human Resource Management
This function plays important role in an business organisation. The main work of human
resource department is to hiring and selecting best and capable employees, to conduct training
and development programme for new and for present employees, to give them compensation,
motivation, to appraise their performance, conducting employees engagement activities etc. The
main purpose of this department is to increase the productivity and profitability of company by
increasing the efficiency of employees (Carter and Liane Easton, 2011). For enhancing their
capabilities, it is necessary to motivate them and provide training and development programme.
With the help of training, their skills and abilities will be increased and they can perform well. It
has three main functions:
Operative Functions
Employment- It is a main operative function. In this department, human resource manager
is employees good and capable candidates for achieving the goals of an organisation. In this
function includes recruitment, selection, training etc. of employees. After all processes, it has to
evaluate the need of persons or employees for particular job. With the help of recruitment and
selection, the human resource manager search and appoint right person for right job.
Training and Development- These both are helps in enhancing the skills, abilities and
knowledge of employees. In Mark& Spencer business firm, it provides training to employees so
that they can perform well. It is the responsibility and duty of human resource manager is to
provide training and development to newly appointed employees and existing employees of firm.
Training can be related to new machinery, new process and technology (Griffin, 2013).
Company can give on the job and off the job training to their employees.
Compensation- It means to giving some remuneration to employees or workers in return
to their services. It can be in monetary and non monetary terms. If in an organisation, there is any
worker injured at the time working, then company gives some facilities and money for his
service.
Motivation- It is necessary to increasing their performance and working ability. It will
helps in creating positive working environment and provide job satisfaction to employees.
Managerial function

Planning- The plan is made by top management of company. It is the responsibility of
manger is to implement plan. With the help of plan, it is easy to do anything and any work. Plan
helps in accomplishing and achieving the goals of company.
Organising- After making plans, there is a need to making structure of department and it
helps in managing things and functions efficiently.
Directing- Directing to employees helps in enhancing the working deficient and
effectiveness of employees (Haines-Young and Potschin, 2010). If manger or employer guide or
give direction in right way, then it will be easy in completing the tasks and activities.
Controlling- It means to control all the activities which are not suitable for business. In
this, human resource manager meets the actual performance of employees with expected
performance.
Advisory Functions
Advised to top level- In this, human resource manager give advice and suggestions to top
management in making and evaluation of plans, strategies, programmes and policies. He gives
his advice for maintaining the good relationship among employer and employees to increase
their morale and confidence.
Advised to Heads of Department- In this, personnel manger gives advice and suggestions
to all departmental heads of company on some matters like for instance job analysis, manpower
planning, training and development, motivation, performance appraisal etc.
P2 Strengths and weaknesses of recruitment and selection
In Mark& Spencer business firm, recruitment and selection is a main part to select right
candidate for right job. Recruitment means to analyse the necessity of candidates for a job. In
this process involves selecting, screening applicants, recruiting of candidates. In recruitment,
human resource manager find or search capable candidate according to demand of job. In
selection, personnel manager select candidates according to their abilities, skills and knowledge.
The recruitment and selection both has some strengths and weaknesses. They both can be
internal and can be external (Abdelhak, Grostick and Hanken, 2014). There are some strengths
and some weaknesses of internal and external recruitment and selection:
Internal recruitment and selection
These both are main functions of human resource department. In internal recruitment,
manager search candidate inside an organisation. Personnel manger wants to full fill the vacant

positions with in the exciting workforce. In this, existing employees are reassigned on new job or
position through promotion and through transfer. Internal selection means to assess and to
examination of workers with in business firm. They shift from one job to another job.
Recruitment and selection can be in the form of:
Promotions- In this, human resource manager promote its employees on higher position
or higher job through evaluation of their present working performance.
Transfer- It means to relocate employees from one department to another or one job to
another job on the basis of their experience and efficiency.
Strengths:
 This recruitment method is less expensive and time saving.
 Existing employees aware about the working condition and working environment
of company.
 Personnel managers know about the strengths and weaknesses of their employees
or workers.
 It is a way to provide motivation to people.
 There is no need to provide training and they already aware about the working
culture.
Weaknesses:
 The promotion of an employees can be demotivated and disappointed to other
employees.
 It can be create dispute between workers.
 IT can be the result of unhealthy competition among employees and from the the
productivity of company can be less.
External recruitment and selection
In this, recruit or select candidates from outside an organisation. In this, recruit
employees with the help of group of persons than the current employees (Surroca, Tribó and
Waddock, 2010). In this human resource manager select employees on the basis of their skills,
qualification, knowledge. Mark& Spencer recruit candidates with the help of advertisement,
college placements, pool campus, consultants, electronic recruitment etc.
Strengths
 It helps in select fresh talent.

 It provides great opportunity to outside candidates other than the organisation.
 It will helps in put or add new and innovative ideas in a business firm.
Weaknesses
 There is a requirement to give training to newly appointed employees.
 They takes more time trio settle and to understand working environment of
company.
 It is more expensive and time consuming process.
 They do not know about the working culture of an organisation.
TASK 2
P3 Benefits of different HRM practices both employees and employer
Human Resource Practices are very helpful in making business successful. Mark&
Spencer business firm uses HRM practices for good functioning of business (Dijk and
et.al.,2013). There are many different Human Resource Practices listed below:
Human Resource Information System(HRIS)- It helps in recording and keeping the
records of each and every employees and also the activities of an organisation. This business
firm uses this system in their workplace for smooth functioning of business related activities or
performing tasks. In this system, human resource manager record data about employees and to
generate reports of them (Song and et.al., 2010). This HRIS function helps in many fields like for
instance in applicant tracking, at the tie of training and development providing, leave and PTO
tracking, performance management of employees etc.
Recruitment and applications tracking- The HRM practices helps in tracking the
applications and their applications. In recruitment, it will helps in matching the skills, abilities
with the requirement of job. There are some advantages of this recruitment tools:
 It will helps in reaching to huge audience at low price.
 It help in filling the required vacant jobs or positions quickly.
 It is a best way to hire highly skilled and qualified candidates.
There are some disadvantages of this:
 It is more expensive and time consuming process.
 It is not a good tools to recruit workers or candidates.

 There is a more necessity to screening of applicants only in case of high visibility
location.
Retirement benefits- The HRM practices helps in give some benefits and advantages to
older employees on retirement time (Lewis, Packard and Lewis, 2011). There are some forms of
retirement and in which includes:
 To minimize working hours of old employees.
 It will helps in job sharing among senior employees.
 This business firm move all senior employees towards the demanding and less
stressful jobs.
The Human Resource Practices has some advantages. There are some benefits of these
practices:
Motivate employees- To adopt best and satisfactory human resource practices, it helps
motivating employees and from this, the working performance of workers will be increased and
it will helps in increasing the sales, reproducibility and profitability of company. If employees
will get motivated, then from this the positive working environment will be created.
Maintaining flexible workforce- The Human Resource Practices helps in creating and
maintain the good and flexible working environment of company (Hammer and et.al., 2011).
Mark& Spencer business enterprise wants to retain its present worker by providing them healthy
and good environment and to maintain proper work schedule and structure to manage employees
and teams. From the the relationship among mangers and employees will be harmonious and
good.
Positive nature or behaviour- From practices of HRM, it will be easy in develop and
maintaining the working environment positive of this company. From this, the performance will
be increases and they will work on achieving the objective of a business firm.
P4 Effectiveness of different HRM practices in increasing organisational profit
All Human Resource Management help in enhancing tech efficiency, profitability and
growth of business firm. It is very important for all functions and operations of an organisation.
In HRM practices, retirement benefits help in provide some advantages to all senior employees
at retirement time. From this, manger of company reduces working hours and to reduce the
workload of old employees (Fine, 2012). Human Resource Information System helps in
recording and maintaining all data and information about workers and operations of business.

Through recruitment and applicant tracking practices, company can easily track all the
reapplications regarding the recruitment of candidates. Training and development is a main
human resource practices. Training helps in incensing orb improving the specific skills, abilities
and knowledge and development related to overall grooming of employees. Both are very helpful
in increasing the productivity and growth of company. After getting training, all employees see a
change in their nature and behaviour and from this their motivation level will also be improved.
Learning is a best practice, it is very effective and efficient for business. It helps in adopting the
knowledge, experience and any work. It helps in consuming knowledge.
The Human Resource Management practices helps in making business firm effective and
making a business successful. By adopting all practices,the sales of company will be increases
and the reputation of an organisation will be goods in front of people.
TASK 3
P5 Importance of employee relation
In an business firm, employees relations are most important for the growth. The
productivity of a business firm is totally depend upon the relationship of employees. Employees
relation means to managing and developing the relationship among employees. To enhances the
high productivity, there should be the good employees relationship between employer and
employees. The good and healthy relationship is depend on positive working environment of a
business firm. The Mark& Spencer business firm maintains better relation with their problem. If
there is any issue or conflict create, then managers try to solve their issues in a satisfactory way
and give them advice or to motivate to wok in a team (Messersmith and et.al., 2011). If the
employees relation will be good, then there will not any dispute or conflict arise and if the
relations will not be harmonious, then it results in arising conflict. For good relation, it is
necessary to maintain proper communication. It plays important role and for creating positive
working workforce, good communication should be must. There are some importance of
employees relations listed below:
Motivation- It helps in increasing the working capacity. If the relation of employer and
employee will be good then workers will fell secured. Employer should be involved his
employees in decision making oppress. From this, the relationship between employees and
employer will be strong.

Productivity- The strong relationship helps in developing the positive and good working
environment and it helps in increasing morale of employees. Sometimes, this business firm
invest money on good employee relations programme to enhances the growth and productivity of
this organisation.
Employee loyalty- If manger will intweract with their employees and motivate them for
work better, then from this employees will be retain in this business enterprise and leave it.
Reduce absenteeism-If the relation among employees will be goods, then they will not be
absent and come regularly (Coff and Kryscynski, 2011). From good relation they will not feel
stresses and take minimum leave and also work for archiving the goals of company.
Involved in employees engagement activities- The good relations helps in minimizing
the dispute. Disputes impact on productivity and decision making process. The human resource
department conducts employees engagement activities for all employee to maintain strong
relationship. In engagement activities includes games, birthday celebration, anniversary years
etc.
Team work- Teamwork is very important for business and for employees in achieving
the target. In a team, all worker will work together and work on a common objectives. To work
in a team, the relation among employees will be healthy and harmonious.
P6 Key elements of employment legislation and impact on decision making
In a company, employment legislation can affect the decision making process and also
impact on working environment of people. In some organisation. There will be a problem of
discrimination and to minimize this problem, the government of United States has introduced
some laws for employment right act (Fulton and et.al., 2011). There are many legislations listed
below:
Sex discrimination act- It is a main issue in an organisation. Managers discriminate
among male and female. They do not treat equally to both gender. They do not give equal right
or respect and equal pay. So, to reduce this discrimination, government make s this law for an
organisation.
Employment relation act 2004- This relation act is helpful to maintaining good and
harmonious relation among employees and employer. The good relation helps in maintaining
positive environment of company. This Mark& Spencer business firm uses work under this act.

Employment act 2002- It is the responsibility of Human Resource Manager is to provide
minimum wages and give them a fixed working hours to workers. If there is any employee do
additional work, then he is liable to take extra payment from employer.
Health and safety act 1974- It is the duty of personnel manager is to provide good and
safety working conditions to their employees. If employer does not provide safe workplace then
it causes of accidents and it affect on goodwill of company. So reduce accidents, it is necessary
to give safety and healthy working environment (Zheng, Yang and McLean, 2010). The main
cause of accidents are machineries. Some of the workers do not know about the use of new
machineries, then from this accidents will be created. So, it is the responsibility of manger is to
provide training related to new machineries. From this, they will aware about equipments.
TASK 4
P7 Application of HRM practices in work related context
The Mark& Spencer business organisation uses many different applications of human
resource management practices. The different practices can be training and development,
recruitment and selection, performance appraisal, human resource information system,
motivation of employees etc. These application can be affect growth and profitability of
company (Tarique and Schuler, 2010). All HRM practices help in improving the working
efficiency and helps in accomplishing the goal and objectives of an organisation in a particular
period of time.
Here is an example related to preparation of job specification. Mark& Spencer prepares a
document related to a Job description for appointing new employees. This organisation want to
hire skilled and highly qualified candidates as a sales executive. The format of job description
and some questions which human resource manger is asked at the time of personal interview are
as follows:
JOB SPECIFICATION
(Sales Executive)
Company Name Mark& Spencer Company
Reporting to Sales Manager
Skills required Marketing, selling, customer service,

interpersonal skills.
Educational qualification Diploma and Degree in marketing.
Experience Fresher, 0 to 2 years
Responsibilities He has responsibility to dealing with people in
proper manner, selling its products and
conducting market research for market
analysis.
There are some questions which human resource manager asked at the time of personal
interview round:
1. Tell name about selling process?
2. How you will convenience your customers (Farndale, Scullion and Sparrow,
2010)?
3. Who will be your target customers and will you deal with them?
4. What will be your selling strategies to marketing?
CONCLUSION
It is concluded from the above report that human resource management is a important
part in an business firm. The main motive of this department is to increasing profitability of
company. This department has many functions like recruitment and selection, training and
development, performance appraisal, motivation etc. The recruitment and selection process have
some weaknesses and strengths. Mark& Spencer uses some HRM practices of smooth
functioning of business and it is good for employees and employer. These HRM practices helps
in increasing profit and growth of business. The good employee relation can be influence
decision making process in an organisation.

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Human Resource Management - Definitions on HRM - Origin of HRM - Objectives of HRM,
2017. [ONLINE]. Available through: <http://www.whatishumanresource.com/human-
resource-management>. [Accessed on 7th July, 2017].