Human Resource Management: Key Functions and Challenges

The provided document is a solved assignment on human resource management. It highlights the crucial role of HR in corporate functions such as recruitment, training, performance management, and reward & compensation. The text also mentions various laws that guide HR decision-making, including Health and Safety Act and Anti-Discrimination Act. Furthermore, it emphasizes the operative and managerial role of HR in ensuring organizational goals are attained. References to academic journals and books on human resource management are provided.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1. Purpose of HR function along with roles and responsibilities of the HR function.................1
2. Approach to workforce planning, recruitment and selection, development and training,
performance management and reward systems...........................................................................2
3. Different methods used in HR practices.................................................................................4
4. Approach to and effectiveness of employee relations and employee engagement.................4
5. Employment legislation on the basis of which organisation must function............................5
6. Evaluation of employee relations and legislation to meet bushiness objective......................6
TASK 2............................................................................................................................................7
7. Application of human resource practices in work related contexts using examples...............7
8. Use of digital technology to enhance the recruitment and selection process..........................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management is the formal system of an entity that involves activities
such as staffing, designing employee compensation and allocating the work accordingly
(Buttimer and Seamon, 2015). The main purpose of HRM is to enhance the long term
profitability of company by making the optimum utilisation of the business resources. For the
better understanding of report, Marks and Spencer company has been selected which is a British
retail organisation having multinational stores within UK. The corporation is specialised in
dealing with high quality apparel, home décor items, food, footwear etc. This report cover topics
like significant purpose as well as scope of HRM to fulfil the objective of business. Determine
the effectiveness of HRM as well as internal and external factor which can affect the decision
making of an organisation. Furthermore, application of HRM practices are covered in the report.
TASK 1
1. Purpose of HR function along with roles and responsibilities of the HR function
HR is one of the key functions of any enterprise which is engaged in stipulation of a
positive working atmosphere to motivate the workforce effectively. In this regard, the HR
function within Marks & Spencer also hold certain purposes as well as roles and responsibilities
which are discussed as follows:-
Purpose of HR Function
Compensation: The HR function gives information pertaining to compensation package
of employees working within the confines of Marks & Spencer. The purpose hereby is to ensure
that employees get entitled to receive fair wages as per their job title, devoid of discrimination or
bias on any accord.
Other benefits: The HR function within Marks & Spencer also provides additional
benefits to employees such as insurance, paid leaves, sick leave etc. (Kramar, 2014). The
purpose hereby is to keep the workforce motivated so that they work by utilising their full
potential.
Roles and Responsibilities of HR Function
Managerial roles: The managerial roles and responsibilities of HR function comprise of
planning, organising, directing, staffing and control. These roles are basically aimed at ensuring
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that the business activities of Marks & Spencer are executed within predetermined course of time
so that organisational objectives are duly attained.
Operative roles: The operative roles and responsibilities of HR function constitute
performance appraisal, job analysis, training and development etc. These roles are aimed at
motivating the workforce in a manner such that their productivity level gets inflated and they
deliver best performance for the growth of entity (Kramar, 2014).
Role played by HR in talent acquisition to meet corporate objectives
An apparent role of HR is to acquire talented and skilled employees for filling the
vacancies available in the organisation. The companies operating within the confines of
corporate sector take into use several techniques and methods for this purpose. In this relation,
the HR of Marks & Spencer undertake interview to select most appropriate candidates. When
skilled and competent personnel work in collaboration, it results in attainment of organisational
goals and objectives.
2. Approach to workforce planning, recruitment and selection, development and training,
performance management and reward systems
A number of approaches are taken into use by Marks & Spencer for carrying out its roles
and responsibilities in an effective manner. These approaches are discussed as follows:-
Workforce Planning:
Marks & Spencer undertake 2 approaches for carrying out workforce planning. These are
acknowledged to be Workforce Analysis and Retention Programs. While the former is aimed at
estimation of employees required at present and in future context to meet the organisational
requirements, the latter is concerned with retaining the personnel for long period of time.
Recruitment and Selection:
In context of selection, the two approaches that are undertaken by the HR department of
Marks & Spencer are screening and interview. While the former involves review of resumes, the
latter consists of conduction of one on one or telephonic conversations for selecting competent
candidates from a pool of persons. (Eaton, J., 2017) In relation to recruitment, the respective
entity uses internal as well as external recruitment. Hereby, internal recruitment involves filling
job positions from within the organisation while external recruitment is conducted by Marks &
Spencer by way of agencies.
Training and Development:
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Training and development are imparted to employees with a view to inflate their existing
skill set, knowledge base and competence level so that they can execute the organisational tasks
with more accuracy. With reference to Marks & Spencer, the HR department undertakes 2 key
approaches to conduct these sessions, these are ascertained to be on the job training and
induction. In this regard, induction is imparted to candidates who are freshly recruited. On the
other hand, on the job training is given to new as well as older employees to enrich their
professional personality with required skills and competencies. In addition to this, development
sessions are also conducted by Marks & Spencer to motivate the workforce to inflate its existing
productivity level.
Performance Evaluation:
Performance evaluation is a key practice performed by HR within the confines of an
organisation. For this purpose, one of the most effective approaches employed by the HR
department of Marks & Spencer is Attribute Approach wherein the performance of employees is
measured as per their professional attributes like problem solving, collaborative working,
conflict resolution etc. Also, at times, it is seen that Comparative Approach is also applied for
performance evaluation wherein the performance of two or more employees are contrasted
against each other to determine the least and the most productive employee (Cooke, Saini and
Wang, 2014).
Reward System:
The biggest source of motivation for employees is the provision of rewards and
incentives to them. The HR department of Marks & Spencer realise the significance of
recognising and rewarding the employees on a regular basis so that they work effectively for the
accomplishment of organisational goals and objectives. The respective company undertakes
traditional and modern approach for reward and recognition. Hereby, the traditional approach
to reward system focuses on stipulation of rewards and incentives as per the position in
organisational hierarchical structure. On the other hand, the modern approach to reward is based
on rewarding individuals as per the extent of contribution in attainment of objective of Marks &
Spencer.
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3. Different methods used in HR practices
HR department makes use of a number of methods to effectively execute the human
resource practices within the premises of company. In this regard, the methods taken into use by
the HR department of Marks & Spencer are explained as under:-
Conducting training and development sessions: This method is conducted with the sole
aim of inflating the current skills of employees. The workforce is then able to execute their roles
and responsibilities in an efficient manner within the stipulated course of time. By providing
development opportunities, a sense of motivation is instilled in the workforce as a result of which
they tend to work more productively for accomplishment of organisational goals and objectives.
Performance based compensation: This method is used as a part of performance
appraisal practice within Marks & Spencer. This method is taken into use with an aim to enhance
the productivity level of employees (Jackson, Schuler and Jiang, 2014). When the workforce is
paid as per their output to the firm, it instils a sense of loyalty among them towards the
respective corporation and make them operate in a more productive manner. This compensation
system ensures that employees are paid irrespective of their age, gender, caste, nationality, origin
etc.
4. Approach to and effectiveness of employee relations and employee engagement
Human Resource department of the company acts as the linking pin between employer
and employees as it stipulates a positive working environment facilitating the development of
healthy employment relations. There are some approaches that are used by the HR department of
Marks & Spencer in order to ensure healthy employee relations and active employee
engagement. These are briefly explained as below:-
Generation of training and development opportunities: The HR department of Marks &
Spencer conduct training and development sessions for new as well as old employees in order to
enrich their personality with required skills and knowledge. When the workforce is provided
with development opportunities, it instils a sense of empowerment and motivation within them
and they tend to actively participate in the organisational activities (Hornstein, 2015).
Development of positive organisational culture: The HR team within Marks & Spencer
stipulates such laws and policies which aid in generation of a positive corporate culture. When
personnel are exposed to a healthy working atmosphere, this leads to development of healthy
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relations between employer and employees. As a result of this, employee engagement also gets
inflated.
Flexible working practices: With respect to Marks & Spencer, it is seen that the HR
department has provided the option of flexible working to employees whereby the workforce is
given the opportunity as per their accords in consultation with the corporation. This serves as an
effective measure through which healthy employee relations and active employee engagement is
ensured by the respective corporation.
5. Employment legislation on the basis of which organisation must function
Employment legislation refer to the special laws passed by the local authorities or
government to ensure the safe and fair relations between the employer and employee. It helps in
the employee engagement as regulation of law help to determine what rights or responsibilities
are expected from both manager and employee (Kay and Alder, 2017). Thus, the application of
the employment legislation within M&S are beneficial in different ways like it prevent the
discrimination and offer the equal opportunity for different profile of an organisation. The
explanation of some of the acts are explained below:
Equal pay act, 1970: This is one of the employment legislation acts of UK that help to
prevent the favouritism amongst the man and women. As per this law Marks and Spencer pay
similar type of remuneration to the employees who perform similar task and are in same type of
job profile. The main benefit associated with this act is that it prohibit the abnormal working
condition as well as prohibit the unequal pay for the effective functioning of an organisation
(Byrnes, 2014).
Race relation Act, 1976: According to this act the mangers of an organisation are not
liable to discriminate on the basis of different racial group. The main aim of passing such law is
to maintain the uniformity and improve the condition of minorities by giving them same
privilege as the other gets. Application of this law helps in the smooth functioning of M&S as it
avoid the discrimination based on nationality, colour, caste and race which help to share sound
relation between employer and employee.
National minimum wage act, 1998: This act creates a set of minimum wages that need
to be followed by the organisation of UK. Such set criteria are made on the basis of the age of
people which ensure that they don't get mislead by the firm in which they work. This law has
generated the awareness amongst the low floor or unskilled worker about their rights. In terms of
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M&S has maintained the loyalty of their employee as they makes best possible effort to pay the
fair remuneration to their workforce.
6. Evaluation of employee relations and legislation to meet bushiness objective
It is crucial for the organisation to maintain the strong relation between employer and
employees as they are the main foundation of company that help in systematic functioning of the
organisation (Head and Alford, 2015). It creates value addition by enhancing the productivity
and retain the interest between both existing and potential workforce of an organisation. Along
with that it generally deals to avoid the internal clashes or chaos amongst the similar as well as
different department of an organisation. Thus, maintaining healthy relation and application of
employee legislation helps to prepare suitable decision in different ways:
Involvement of employee: The healthy relation are suitably encouraged by
implementing the health and safety act. Within which healthy environment is provided to the
employee so that they can remain involve in the functioning of an organisation and suitably
participate in the decision making process. This eventually leads to the increase in motivation
factor that can improve the footfall of M&S.
Employee grievances: As the organization expect the employee to accomplish heir share
target in order to attain the business objective (Breevaart, Bakker and Demerouti, 2014). In the
similar way the employees too expect the application of certain laws like offering fair wages, sex
discrimination act ans so on. Herein, M&S specially makes precaution to abide by the law and
safeguard the interest of employee so that they meet their expectation effectively. Further, it
ensure the constructive suggestion and participation of the employee in brainstorming or decision
making process by putting forward their strong opinion or view. Thus, it successfully assist the
company to reduce the chances of grievances (Donate and de Pablo, 2015).
Therefore, apart from this there are various other legislations like fixed working hours
and minimum wage rate that help the employee to sustain in the organisation for long duration.
This even strengthen the employee relation that lead to the innovative decision making to attain
the business objective effectively.
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TASK 2
7. Application of human resource practices in work related contexts using examples
Job description: Job description is a concise summary of the context, roles, activities,
obligations and conditions of employment of the institution's job posting via the job evaluation
process (Wang, Noe and Wang, 2014). It also included details of skills and qualification that an
individual applying for the job needs to possess. It is categorised into four basic elements like job
title, the reporting structure, statement of the reason of post and detail of the major duties.
Job Specification: The particular document encompasses all relative information
regarding to roles, responsibilities, knowledge, skills and knowledge that must have candidates
for job position. There is job specification for Sales manager of Marks & Spencer:
Job description of Marks & Spencer
Company Marks & Spencer
Department Sales
Job profile Sales Manager
Job location Manchester, UK
Experience 2 to 3 Years
Job summary Marks & Spencer looking for the Sales manager who increase
the selling quantity of products and ability to influence of
customer to increase buying power. Candidate should
dominate the effective knowledge on to deal with changing
trends of selling activities in market.
Skills required  Influencing power
 Quick decision making
 Creative thinking
 Good communication skill
 Provide solution in critical situations
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Roles and responsibility  Increasing Sales quantity
 Preparing strategy for develop good brand image in the
market
 Increase customer loyalty
Person Specification: In this document provide entire information like name, address,
qualification and knowledge etc. Below is the CV of an individual who is applying for vacant
position of Sales manager in Marks & Spencer
Name: Otis Gregwal
Address: Street 24, Manchester, United Kingdom
Contact number: +562349
Job Experience: Working experience of 3 years as sales executive in Waitrose
Specialization:
 Specialization in developing sales research plans
 Good knowledge of selling activities
 Knowledge of consumer buying behaviour
Skills:
 Ability to take initiative decisions
 Effective communication and interpersonal skills
 Good decision making and leading power
 Developing effective sales strategies
Qualification:
 Masters in business management from Oxford university
 B. Com From Standard university
 Senior secondary from Modern ear school , England.
 Secondary from Modern ear school, England.
Declaration: Hereby, I assure that entire information that provides by my side is valid.
Date: 5/10/2019
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Place: United Kingdom
Interview questions:
 Tell me about yourself?
 Why should we hire you?
 What are your expectations from this job?
Justification: The applicants are analysed as per the skills, knowledge, experience they
have and fulfil the requirement of job.
Job Offer of Marks and Spencer to Edward Cullen
5th Oct 2019
Marks and Spencer
Street 24, London, UK
Dear Mr. Otis Gregwal
You will be selected for the post of Sales manager in the Marks & Spencer. Your joining date
is 10th October 2019 and you will report to Ms. Ellisa (Senior manager). The company will
pay £12000 and you are required to conduct selling activities and producing strategies for
increasing selling quantity.
Thanks & Regards
Human Resource Manager
Marks and Spencer
8. Use of digital technology to enhance the recruitment and selection process
Recruitment and selection are one of the most prominent HR functions that leads to
filling the vacancy by hiring the most deserving employee amongst the pool of various
candidates. As digital technology has simplified the lives so it has basically accelerated whole
recruitment cycle by catering the mass candidate within a stipulated period of time. In terms of
M& S can use the digital platform in case of external recruitment source where they can spread
the awareness amongst the aspirant regarding the vacancy and criteria to apply for the job. Apart
from this it helps in selection process because the manager can conduct the inline test so that
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they can weed out the unsuitable candidate and make the decision amongst the lefts ones (Pierre,
2016). Along with that conducting other evaluation rounds like interview via video conferencing
method has diminished the distance issue. Therefore, online platform act as a time as well as cost
consuming process that offer immense advantage to the companies like M&S to undergo the
human resource cycle smoothly.
CONCLUSION
From the above discussion, it can be said that HR is one of the most crucial corporate
functions. It is engaged in practices such as recruitment and selection, training and development,
performance management, reward and compensation etc. Also, it is analysed that there are
various laws which guide HR decision making such as Health and Safety Act, Anti
Discrimination Act and so on. Further, it is acknowledged that HR function play operative as
well as managerial role in the organisation through which it ensures the attainment of
organisational goals and objectives.
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REFERENCES
Books and Journals
Breevaart, K., Bakker, A. B. and Demerouti, E., 2014. Daily self-management and employee
work engagement. Journal of Vocational Behavior. 84(1). pp.31-38.
Buttimer, A. and Seamon, D., 2015. The human experience of space and place. Routledge.
Byrnes, W. J., 2014. Management and the Arts. Routledge.
Cooke, F. L., Saini, D. S. and Wang, J., 2014. Talent management in China and India: A
comparison of management perceptions and human resource practices. Journal of World
Business. 49(2). pp.225-235.
Donate, M. J. and de Pablo, J. D. S., 2015. The role of knowledge-oriented leadership in
knowledge management practices and innovation. Journal of Business Research. 68(2).
pp.360-370.
Eaton, J., 2017. Globalization and human resource management in the airline industry.
Routledge.
Head, B. W. and Alford, J., 2015. Wicked problems: Implications for public policy and
management. Administration & society. 47(6). pp.711-739.
Hornstein, H. A., 2015. The integration of project management and organizational change
management is now a necessity. International Journal of Project Management. 33(2).
pp.291-298.
Jackson, S. E., Schuler, R. S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. The Academy of Management Annals. 8(1). pp.1-56.
Kay, R. and Alder, J., 2017. Coastal planning and management. CRC Press.
Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource
management the next approach?. The International Journal of Human Resource
Management, 25(8), pp.1069-1089.
Pierre, J. ed., 2016. Partnerships in urban governance: European and American experiences.
Springer.
Wang, S., Noe, R. A. and Wang, Z. M., 2014. Motivating knowledge sharing in knowledge
management systems: A quasi–field experiment. Journal of Management. 40(4).
pp.978-1009.
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