Purpose of Human Resource Management (pdf)

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Human ResourceManagement
Table of ContentsINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................11. Purpose of HR function along with roles and responsibilities of the HR function.................12. Approach to workforce planning, recruitment and selection, development and training,performance management and reward systems...........................................................................23. Different methods used in HR practices.................................................................................44. Approach to and effectiveness of employee relations and employee engagement.................45. Employment legislation on the basis of which organisation must function............................56. Evaluation of employee relations and legislation to meet bushiness objective......................6TASK 2............................................................................................................................................77. Application of human resource practices in work related contexts using examples...............78. Use of digital technology to enhance the recruitment and selection process..........................9CONCLUSION..............................................................................................................................10REFERENCES..............................................................................................................................11
INTRODUCTIONHuman resource management is the formal system of an entity that involves activitiessuch as staffing, designing employee compensation and allocating the work accordingly(Buttimer and Seamon, 2015). The main purpose of HRM is to enhance the long termprofitability of company by making the optimum utilisation of the business resources. For thebetter understanding of report, Marks and Spencer company has been selected which is a Britishretail organisation having multinational stores within UK. The corporation is specialised indealing with high quality apparel, home décor items, food, footwear etc. This report cover topicslike significant purpose as well as scope of HRM to fulfil the objective of business. Determinethe effectiveness of HRM as well as internal and external factor which can affect the decisionmaking of an organisation. Furthermore, application of HRM practices are covered in the report.TASK 11. Purpose of HR function along with roles and responsibilities of the HR functionHR is one of the key functions of any enterprise which is engaged in stipulation of apositive working atmosphere to motivate the workforce effectively. In this regard, the HRfunction within Marks & Spencer also hold certain purposes as well as roles and responsibilitieswhich are discussed as follows:-Purpose of HR FunctionCompensation:The HR function gives information pertaining to compensation packageof employees working within the confines of Marks & Spencer. The purpose hereby is to ensurethat employees get entitled to receive fair wages as per their job title, devoid of discrimination orbias on any accord.Other benefits:The HR function within Marks & Spencer also provides additionalbenefits to employees such as insurance, paid leaves, sick leave etc. (Kramar, 2014). Thepurpose hereby is to keep the workforce motivated so that they work by utilising their fullpotential.Roles and Responsibilities of HR FunctionManagerial roles:The managerial roles and responsibilities of HR function comprise ofplanning, organising, directing, staffing and control. These roles are basically aimed at ensuring1
that the business activities of Marks & Spencer are executed within predetermined course of timeso that organisational objectives are duly attained.Operative roles:The operative roles and responsibilities of HR function constituteperformance appraisal, job analysis, training and development etc. These roles are aimed atmotivating the workforce in a manner such that their productivity level gets inflated and theydeliver best performance for the growth of entity (Kramar, 2014).Role played by HR in talent acquisition to meet corporate objectivesAn apparent role of HR is to acquire talented and skilled employees for filling thevacancies available in the organisation. The companies operating within the confines ofcorporate 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. Whenskilled and competent personnel work in collaboration, it results in attainment of organisationalgoals and objectives.2. Approach to workforce planning, recruitment and selection, development and training,performance management and reward systemsA number of approaches are taken into use by Marks & Spencer for carrying out its rolesand responsibilities in an effective manner. These approaches are discussed as follows:-Workforce Planning:Marks & Spencer undertake 2 approaches for carrying out workforce planning. These areacknowledged to beWorkforce Analysis and Retention Programs. While the former is aimed atestimation of employees required at present and in future context to meet the organisationalrequirements, 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 ofMarks & Spencer arescreening and interview. While the former involves review of resumes, thelatter consists of conduction of one on one or telephonic conversations for selecting competentcandidates from a pool of persons. (Eaton, J., 2017) In relation to recruitment, the respectiveentity usesinternal as well as external recruitment. Hereby, internal recruitment involves fillingjob positions from within the organisation while external recruitment is conducted by Marks &Spencer by way of agencies.Training and Development:2
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