Human Resource Management: Functions, Practices, and Impact on Organizational Profit and Productivity

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
Function and purpose of HRM and it implementation among workforce planning and
resourcing...............................................................................................................................3
Strength and weakness of different approaches related with selection and recruitment........5
TASK 2............................................................................................................................................6
HRM practice and their benefits among organisation for employee and employer...............6
Evaluate the effectiveness of different HRM practices in terms of raising organisational profit
and productivity......................................................................................................................8
TASK 3............................................................................................................................................9
Importance of employee relation and its role to influence HRM decision-making...............9
Key elements related with employment legislation and their impact on HRM decision-making
..............................................................................................................................................11
TASK 4..........................................................................................................................................12
Application related with HRM practice...............................................................................12
CONCLUSION..............................................................................................................................15
REFERENCES................................................................................................................................1
.........................................................................................................................................................1

INTRODUCTION
Human resource management is a department of an organisation or business which
manage and control the hiring, firing and management of workforce for performing all
operations with engaging effective employee's among organisation. HRM focus on functions of
employee's among business to implement effective work practices among all departments of a
firm. This report is written from perspective of M&S and it is leading organisation which operate
their offer different products including clothes, home, furniture and food items. Moreover, this
report highlights on purpose and function of HRM and it implement in the workforce planning of
an organisation (Cascio, 2015). Strength and weaknesses for different approaches related with
selection and recruitment will also include in this report. In the last, importance of employee's
relations and their influence on decision-making and benefits of different HRM practices for
employee's and employer is also focused in the upcoming report.
TASK 1
Function and purpose of HRM and it implementation among workforce planning and resourcing
Human or employee's are one of the most important asset of an organisation and in the
context of Marks & Spencer management is performing their work at global level. This refers
large number of individuals are engaged in company operations. Some functions and purpose
that are implemented for managing human resources at large level is mention as follow:
Mission Statement
The mission statement of Marks & Spencer is to formulate inspirational quality that is
accessible by others to formulate better results for all stakeholders.
Vision Statement
Marks & Spencer vision is to set and decide standards for all products that leads other
individuals to measure quality as per benchmarking.
Objectives of Marks & Spencer
 First objective of M&S is to formulate sustainable business to accomplish sustainable and
growth in market.
 Another objective of organisation is to improve profits by fulfilling customers needs and
wants.

 Last, objective of M&S is to act appropriately towards business situation for managing
better relation with organisation stakeholders.
 Recruitment and selection- Recruitment and selection is an important function for the
administration department of human resources. All departments include workforce or
human to perform their operations in an organised manner. So it is essential for M&S
human resource department to recruit potential candidates for performing company
operations with more productivity. Internal and external are two different sources for
completing the process of recruitment and selection in an organised manner. Moreover,
recruitment function help for managing resources by completing all task in an accurate
manner (Chukwuka, 2015).
 Planning of workforce- The term planning to manage workforce is an important part for
the business administration which include different stages of recruitment. Like, the first
strategy relates with managing workforce to recruit effective employee's. Another aspect
for business define current workforce requirements to analyse the vacant position. The
workforce planning leads organisation to set future requirements of individuals for
recruiting potential and capable workforce for organisation.
Purpose of Human resource management
 Benefits- Formulation of an effective administrative employee benefit program is defined
as a recruitment and retention tool which is leads organisation to select capable
candidates. Health insurance, retirement plan etc. are different benefits which is provided
by personnel manager of M&S (Cooke, Saini and Wang, 2014). In the context of
workforce planning effective and potential benefits programs leads management to attract
and retain capable candidates of within organisation.
 Performance appraisal- Human resource department work with other departments for
evaluating the employee's performance. Personnel manager of M&S is responsible for
formulating a complete performance appraisal process. The performance appraisal
process is engaged among M&S stores and other administration departments on weekly
basis. This results that performance appraisal process is simple and straight which leads
organisation to generate unbiased decisions in performance appraisal process.