Human Resources: Recruitment and HRM Practices

Human Resources
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Table of Contents
INTRODUCTION......................................................................................................................3
Section A....................................................................................................................................3
Employee Induction Manual......................................................................................................3
Purpose and functions of HRM, benefits of different HRM practices within an
organisation for both employer and employee......................................................................3
Approaches to recruitment and selection with their strengths and weaknesses....................5
Functions of HRM and an evaluation of the effectiveness of different HRM practices in
terms of raising profit and productivity of the organisation..................................................6
Different methods used in HRM practices............................................................................7
Section B....................................................................................................................................9
1. Evaluation of the various processes for conducting HR practices relating to recruitment
and the rationale behind them................................................................................................9
2. Importance of employee relations and their influence on HRM decision-making............9
3. Key elements of employment legislation and their impact on HRM decision-making...11
4. Key aspects of employee relations and the application of HRM practices influence the
process of decision-making.................................................................................................11
CONCLUSION........................................................................................................................12
REFERENCES.........................................................................................................................14
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INTRODUCTION
Human resources can be defined as a function within an organisation that is
concerned with people and activities related to them like payroll, compensation benefits and
rewards, recruitment, training and development (Alfes, Antunes and Shantz, 2017). The
human resource department of an organisation is also responsible for formulating various
policies for the organisation and its employees to ensure discipline and a healthy working
environment. The main purpose of the function is to maximise the overall productivity as
well a performance of the workforce in order to achieve the goals and objectives of the
company. The report is based on Marks & Spencer which is one of the leading multinational
British retailer of clothes, furniture and household products and was founded in the year 1884
by Michael Marks and Thomas Spencer. The report comprises of an employee induction
manual for new trainees who are interested in making their careers in HR and an evaluation
summary of employment legislation and employee relations that are related to various HR
practices.
Section A
Employee Induction Manual
Purpose and functions of HRM, benefits of different HRM practices within an organisation
for both employer and employee
The main purpose of an induction manual is to provide necessary information and
training all the employees who are newly appointed to ensure that they are in sync with and
understand the practices and culture of the organisation. Human Resource Management is an
approach to manage people within an organisation effectively so that they work towards
helping it in gaining a competitive advantage. The primary purpose of the approach is to
increase the overall productivity of the company by advancing the employees' effectiveness.
Human Resource department is an essential part of an organisation and its main purpose is to
address the issues of the employees like compensation, benefits, appraisal etc. to ensure that
they deliver output to their maximum capacity. Several functions of HRM are:
 Planning – A human resource manager should always plan things beforehand in order
to complete the tasks well within the time limit and ensure that there is no delay in the
same. In respect to human resources department of Marks & Spencer, the HR
manager carefully analyses the gaps between present as well as future workforce
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needs and thus fills in the gap by recruiting qualified and skilled candidates who are a
fit for a particular vacancy of job.
 Organising – Once the goals and objectives are planned and set, the manager should
organise various tasks that will go in to achieve the same (Aviso and et. al., 2018).
This function can include dividing and grouping bigger tasks into small and
measurable activities which not only help in coordinating the activities effectively but
also track the overall performance of the team members as well as the organisation on
a whole.
 Payroll and Benefits – The human resources department of the respective
organisation also maintains a record of the payroll and benefits that are provided to
the employees (Key Functions of an HR Department, 2020). It takes care of the
compensation of the employees already working in the company as well as ones who
have newly joined. Benefits can range from health and care to providing bonuses and
rewards based on the employees' performance.
The several benefits of the different practices of HR for both employees as well as the
employer with respect to Marks & Spencer are explained as follows -
 Training and Development – All employees whether skilled and experienced or
newly hired, require training from time to time to build new skills and enhance the
ones that already exist with them. Training and development of employees at Marks
and Spencer ensures an increased job satisfaction and motivation among them. They
also develop an improve capacity of adopting changes like new technology etc. On
the other hand, the employers become more confident and have increased morale.
 Recruitment and Selection – The human resources department of Marks & Spencer
has the responsibility of recruiting, selecting and hiring the right candidates for the
right position of job. This is beneficial for both employer as well as the candidate as
he/she will get a job in his area of interest as well as specialisation and the employer
will be able to utilise the skills and experience of the newly joined personnel
effectively as well as efficiently.
 Building Relationships – Human resources helps in building new relationships
among the employer as well as the employees and ensuring that conflicts are avoided
at all times. Healthy relationships among the employees help in creating a positive
work environment with less staff turnover as the employees are dedicated, engaged
and committed to their work. Employees who are engaged in their jobs and have good
relationships with others are less likely to look out for other jobs. Whereas employers
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