Importance of HRM Practices in an Organization

This article discusses the purpose and functions of HRM in workforce planning and resourcing, strengths and weaknesses of recruitment and selection approaches, and the importance of HRM practices for employees, employers, and the company. It also explores the significance of employee relations, employment legislation, and the application of HRM practices in a work-related context. The case study focuses on Marks and Spencer, a multinational retail company.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Purpose and functions of HRM which has applied to workforce planning and resourcing........3
Strengths and weaknesses of approaches to recruitment and selection.......................................5
HRM practices and its importance for employees, employer and company...............................7
Importance of employee relations..............................................................................................10
Employment legislation.............................................................................................................12
Application of HRM practices in a work related context..........................................................13
CONCLUSION..............................................................................................................................16
REFERENCES................................................................................................................................1

INTRODUCTION
Human resource management is the process of hiring people, proving them training,
making policies and strategies for them in order to retain them. HRM is now not limited to do the
process of payroll or arrangement of people but it has become vast then that. It has become more
administrative oriented. Human resource is very important for every organization because
without human resource and organization cannot even work. It is considered as one of the most
important resource of the organization. Human resource recruit right person for the right
position. Human resource management involve managing of people in an effective manner to
achieve the objective. Marks and Spenser is a multinational retail company having its
headquarters in England. It is founded by Michael Marks and Thomas Spenser. It deals in
products like clothing, food products, home décor or home products etc. it is also listed on
London stock exchange. They provide luxury products as well. The products which are provided
by the company is of good quality. This report will discuss purpose and functions of HRM
applying to workforce planning and resourcing. Description of the strengths and weaknesses of
the different approaches to the recruitment and selection process. Further, discussed the benefits
of HRM practices in an organization for the employer and employee both. Evaluation of the
effectiveness of the HRM practices in increasing organisational profit and productivity. This
study will also analyse importance of employee relations in influencing HRM decision-making.
Identification of the key elements of employee legislation and the impact it has on HRM
decision-making. Application of HRM practices.
MAIN BODY
Purpose and functions of HRM which has applied to workforce planning and resourcing.
HRM plays very important role in the organization. Functions which are applied in Marks and
Spenser are:
human resource planning:
It is the foremost function of the human resource to know that what is the staff need of the
organization. What type of candidate organization is required like having what skills and
knowledge (Akkermans and et.al., 2019). Human resource planning and workforce planning is
the same. The HR of Marks and Spenser do this planning very carefully because they hire
effective employees will help the organization to achieve the objective.
Recruitment and selection:

it is the second important function of the HR. it involves to attract the candidates who are in
search of job and then selecting the best candidate for the company. HR of Marks and Spenser
apply their resourcing strategies and advertise about the vacancy in such a manner that it attract
large group of candidate. Advertisement should be attractive and should cover large audience.
Once the person is applied for the job then selection process started, in this process HR select the
most potential candidate for the organization. Selection process of Marks and Spenser include
face to face interview, written test, computer test etc (Emese and Ágota, 2019).
Industrial relations:
It is the HRM function which ensure that there should be good relations between the workers and
the management because a healthy relation will help in the effective work. Marks and Spenser
believe that good relations will help to solve the conflicts or any problems quickly which arise in
the organization. Industrial relation will also help in fast work done because under this manager
and all the employee will help each other or cooperative with everyone which eliminates wastage
of time.
Compensation and rewards:
Rewards is the most important practice to motivate the employees. Rewards can be increment in
the salary, growth opportunities, recognition or providing proper work life balance to the
employees etc. marks and Spencer believe that rewards are not only giving money but is to make
employees feel that they are valued by the company (Connor, 2016). Marks and Spencer provide
monetary rewards as well. Rewards make the employees feel happy, and they start enjoying their
work. Rewards also increase the morale of the workforce.
Health and safety:
Marks and Spencer provide safe and healthy environment to the employees. This is the primary
function in the organization. If the working environment is healthy then the employee will get
motivated to work. Proper safety should be provided by the organization. It is the rights of the
employees. Personal information of the employees should be kept in security by the company
and without the permission of the employees their personal information should not be shared
with anyone. In this pandemic situation hygiene is very essential. Company should check that
they are maintaining hygiene properly. All the employees are wearing masks and there are social
distancing and proper sanitization are done the workplace.
Training and development:

After the selection, training should be provided to the candidate. Marks and Spenser give training
to their new as well as to their existing/old employees (Bibi, Ahmad and Majid, 2018). New
employees are given training so that they can know their job role and how they have to perform
and what are the expectation the company is having from them. Old employees are given training
so that their skills can be brushed, and they can also learn advanced technique so that they can
contribute more in the profit of the organization.
Performance management:
Performance management is very important which include good leadership, timely feedbacks
etc. In the marks and Spencer management review the performance of their employees quarterly
so that managers can give feedbacks to the employees for their performances. They appreciate
the employees for their good performance and also guide them if there is required any area for
improvement.
Strengths and weaknesses of approaches to recruitment and selection
Internal recruitment:
It the very important approach to fill any vacancy. This is the cost-efficient mode of recruitment
as company will have to give advertisement for the vacancy and also they do not need to hire ant
recruitment agency for fulfilling the need. Internal recruitment is practice by Marks and Spencer
as well. It strength is it will give benefit to the organization and also motivate the workforce. It
also built employee morale and help in retaining the employees for longer time. The weakness of
this approach is company will not get the benefit of the fresh and young candidates which can
bring creative and innovative ideas. Internal recruitment will also help the HR in doing the
succession planning. It will give growth to the existing employees as they will get benefit to
work on the senior position (Ellmer and Reichel, 2018). The strength is that it saves time and
efforts of the HR and there is no need to provide any guidance as it is not the fresh recruitment.
External recruitment:
External recruitment means when hiring is done from outside of the organization. There are
many types of external recruitment which are:
Advertising: marks and Spencer use advertising method to attract the large number of candidates.
Company is using old media and latest mode of advertisement. The strength of advertisement is
that it cover large audience within a short span of time and the weakness is that it is the costly
process. Company make attractive advertisement which require huge efforts.

Print advertisement: company believe that print media is the old and also the relevant technique
for the recruitment. The strength is that it reaches towards the niche segment of the candidates.
The weakness is that it is also the costly process although less costly as compare to the
advertising.
Web advertising: under this company list the vacancy on the recruitment website so that
company will get the benefit to get the candidates who are already looking for the job. The
strength is that it is the low cost technique. Marks and Spenser also give advertisement for the
vacancy on their own website (Nasir, 2017). The weakness is that if the company put
advertisement on their own website then it will lead to the narrow reach.
Social media: the strength of using social media channels like LinkedIn and twitter will help the
company to fill the vacancy quickly and is also the cost effective method. Because advertising on
social media so not incur much cost. Nowadays many people are on social media platforms so
company will get the benefit of quick reach. The use of social media for recruitment is increasing
day by day. The weakness is that as it reaches towards large audience so there is the possibility
of getting unwanted and unskilled candidates for the vacancy and company will get lot of
application and selection of the relevant application will be the time-consuming.
Best fit approach:
It means that the strategy of HR should be matched with the organisational strategy. Such HR
strategies should be made considering environment of the company. HR should recruit such
employee which is the best fit for the required position (Žuľová, Švec and Madleňák, 2018).
Employees who can adjust according to the requirement of the company. The strength is that
company will get the perfect workforce.
Best practice approach:
Best practice approach are the practice of HR which help the company in taking the competitive
advantage and reaching towards the objectives. It is the technique which is universally accepted.
Its strength is that it fulfil all the ethical requirement of the company while doing the work.
Marks and Spencer follow best practice approach.
References:
Through reference also company select the candidate. Candidate gives the reference of those
who know them better. It strength is company can check that the candidate is reliable or not.

HRM practices and its importance for employees, employer and company
HRM practices: The performance or achievement of goal of the company depends upon the
human resource or workforce of the company and to ensure that the desired output or result will
be produced the HRM adopt certain practices to integrate the individual activities to the general
activity which leads to the achievement of common or company's goal.
There are different practices adopted by HRM out of them some are:
Training and development:
It is one of the major practice adopted by HRM of the Marks and Spencers under which
the adequate training will be given from time to time, to the human resource as per the changing
technology or business environment (Martin and Whiting, 2016).
Importance for employees: Training not only enhance the working of the company but it is also
very essential for the employees because it increases their work efficiency along with learning of
new and advanced technology or concepts. Overall training also leads to the whole development
of the employees.
Importance for employer: Training, is also very beneficial for the employer because efficient
staff are always best in comparison to the outdated one. Also, efficient and trained staff are
always ready to welcome changes and shows the best performance.
Importance for company: Apart from employees and employer it is equally beneficial for
Marks and Spencer because trained and good staff are the asset of the company also with the
trained staff the Marks and Spencer would be able to face the competitive market and achieve
success in the form of high profit and growth.
Flexibility:
Flexibility and flexible work environment in terms of working hours or working
conditions is one of the main practice adopted by HRM. Flexibility is a term which bring
smoothness in the operation of the business.
Advantage to employee: Flexibility provides the freedom to employees to share their views or
problems to the employer which is very beneficial for employees because it increases their
satisfaction level and as fully satisfied employee can give its best output in comparison of
unsatisfied employees (Michael, 2019). Also, flexibility in working allows the employees to

raise their initiative practice and innovativeness which is also an important part of employee
psychology, leads to improvement in their performance level.
Advantage for employer: Flexibility is again very helpful for the employer because it is very
easy to make changes by the employer in flexible policy or planning or environment which leads
to the success of the business along with the employee's satisfaction.
Advantage to company: Flexibility is very important for the Marks and Spencers because with
flexible working conditions and good impact of flexibility in terms of employees performance
and efficiency helps the Marks and Spencer to achieve its organizational objective in terms of
raising the profit proportions and productivity of the company.
Performance management:
Performance management or managing the performance of employees against the
standard or objectives by HRM to determine and correct the loopholes in the efforts and working
of human resource is the main practice which HRM usually adopts in the company.
Employee's benefits: Performance management is very important for the employees because
this practice enables to know them that whether they are going in the right direction or not. It
also helps them to take the correct moves which will further increase their efficiency and
improve their performance.
Employer's benefits: It is also beneficial for employer because from performance management
it becomes easy for the employer to take decision regarding the changes or corrective measures
which should be implemented so that the better outcome will come and company will get benefit
(O’riordan, 2017).
Company's benefits: Performance management is very important for Marks and Spencers
because it helps the company to measure or check the performance of its employees so that it
should be more improvised and corrected if needed which is again very beneficial for Stewart,
G.L. and Brown, K.G., 2019Marks and Spencers to achieve high profits and its objectives. Also,
due to corrects moves of its employees, or due to high efficiency and productivity of employees,
the cost of production of Marks and Spencers lowers down which again help the company to
earn more profits.
Job framework:
Job framework and job design is the main and important practice of HRM upon which
the whole working and running of the whole business of the company depends.

Importance for employees: Job design is very important for the employees because it provides
them the idea of doing their work and HRM or company should always have to consider the
employees while making job design which means it should be properly under-stable to the
employees so that they can put their best efforts and as a result their performance will improve.
Importance for employer: Job framework or job design is also very important for the employer
because an efficient and employees oriented job design proves to be very successful in terms of
high and good working of the company and also it makes very easy for the employer to
implement the plan or policies and helps in decision-making.
Importance for company: It is very common that if the employees properly understood what
they have to do or regarding their work and responsibility then every company will definitely
achieve success (ŠIKÝŘ, Sekerin and Gorokhova, 2018). Similarly, due to adopting good job
design and employees oriented or employee based job design proves to be very beneficial for
Marks and Spencers also because it helps the company to achieve growth and improve the whole
productivity level of the company which again leads to the achievement of high profit and the
objectives of the company.
Hiring:
Hiring or selective hiring is also an important HRM practice which enables the hiring of
employees in the company based on requirement.
Benefits to employee: Selective hiring is very important from employees point of view because
due to this practice the desired and most applicable candidate will get the chance to work in the
company and shows his talent and calibre in the company.
Benefits to employer: Like the employees selective hiring is also very important for employer
because this practice enable him to choose the best out of odds which means most desired
candidate will come in the company (Stewart and Brown, 2019).
Benefits to company: As employees are the base upon which whole company runs so as a result
of selective hiring, the best candidate will be employed in the company and due to this the Marks
and Spencer will come one more step forward in the achievement of its objective. Also, the
desired and right candidate helps the Marks and Spencers in increasing its sale proportions and
earning of high profits which means attainment of its ultimate objective.

Importance of employee relations
Enhances employee productivity – Maintaining good relations with the employee M&S can get
the benefit of increased productivity on the part of employees. As the employees at the
workplace will be satisfied and will make efforts to perform better which will increase the
productivity of employee which ultimately boosts the productivity of the organization too
(Gubler, Larkin. and Pierce, 2018).
Employee retention – Maintaining good relations with the employees reduces the employee
turnover as they get a feeling of belongingness and have a less chances of them leaving the
organization. This will benefit the M&S as hiring and training new employees add on to the
organization's costing. So to reduce the costing retaining the employees is a good solution.
Less chances of conflicts – Conflicts ate the workplace are very common and it reduces the
productivity and creates a hindrance in accomplishment of goals. The conflict may arise due to
many reasons but maintaining good relations with the employees reduces the chances of it. The
employers should try to turn the conflict into healthy conflict. Good relations between employers
and employee results into less chances of conflicts.
Ensures a better and healthy workplace culture – Healthy relations between the employer and
employee ensures a better and healthy workplace culture. And employees also like to work at the
place where they get thriving culture and are appreciated and motivated (Muller, 2020). A good
workplace culture has the following base such as trust among employer and employee,
recognizing employees for their good performance and supporting employees in distress etc.
increases employee loyalty
motivation
growth and development
Importance of employee emotions
Employees emotions Healthy and positive employee emotions helps in managing heath and
stress better and also it reduces the turnover of the employees and employee emotions plays an
important role in obtaining a positive results in terms of job enrichment and increased
performance.
Positive employees emotions keep employees optimistic and creates a favourable influence on
the other co-workers.

As the employees spend most of their time at workplace and their emotions do plays an
important role in productivity of the organization. Emotion are concerned with specific facts and
also they are capable of disorganizing the thought process. Positive emotions enhances creativity
at the workplace.
Employee welfare
Employee welfare is providing the employees with services, facilities and making efforts to
make their life easy. The main aim is to improve the life of the employees working at M&S and
doing activities which are in favour employees improves their morale. Apart from basic salaries
which increases their standard of living and and are in favour of the employees comes under the
preview of employee welfare. The welfare may be both voluntary and statutory.
Importance of conflict resolution
Conflict resolution helps in building relationship and allows a constructive change at
M&S. If conflicts are resolved constructively then a positive change may take place at the
workplace and it will helps the organization in giving competitive advantage to other
competitors.
Effective conflict resolution can lead to goal achievement as employees will be satisfied
and thinks their concerns are also appreciated in the organization (Wallensteen, 2018).
Conflict resolution by M&S ensures commitment on the part of employees as they know
organization will look into their issues and resolves them when they occur.
Importance of maintaining good work condition and their impact
Maintaining good work condition ensures right attitude of employees at the workplace
and employees also try to avoid negative attitude.
Maintaining good work conditions helps in reducing the stressful atmosphere at the
workplace and enhances the productivity of the organization.
It encourages risk taking if good work conditions are maintained at the workplace and the
employees try to take calculative risks while at unhealthy work conditions employees are more
likely to play safe.
The impact of good work conditions are it improves the well-being of employees and also
increase in their productivity. It also encourages positive emotions at the workplace and
improves the quality of output.

Employment legislation
Employment legislation:
Employment legislation covers all laws or rules and regulations which is applicable in
every company and which define and ensure the good relationship among the employer and
employee. Employment legislation covers the employer's actions regarding employees along
with employee's right at workplace (Liebregts and Stam, 2019). Following and applicability of
employment legislations is the responsibility of every company and its business.
Role of employment legislation:
The main role of employment legislation in a company is to ensure the smooth running of
company along with healthy work environment. Employment legislation also ensures that every
company should perform all its activities under legal framework. These legislations provide
certain rights to the employer regarding how to properly deal with employees or how to ensure
good working conditions. On the other hand it also protects the interest of employees along with
the protecting them from employer's wrong actions or malpractices.
Equality act 2010:
As per the name suggest the equality act basically deals with equal and fair treatment of
employees in the company. The equality act 2010 says that every company should treat their
employees equal and fair which means there should be no discrimination in the company in
terms of race or sex (Benn, 2020). The employees working at same level should be treated fairly
and paid fairly.
Like the other company Marks and Spencers also follow and apply this act in the company
along with ensuring that every employee working under Marks and Spencers should be treated
equally in terms of work or compensation and many more.
Workplace discrimination laws:
it is most important legislation. It states that there should be no discrimination on the basis of
caste, religion, colour, gender, race etc. everyone should get equal employment opportunity. HR
should know this law which take care of the equality of every employees. In all the life cycle of
the employees equality should be maintained. From the hiring till the employee leave the
organization. Discrimination demotivate other employees and also reduce the productivity.
Wage and hour laws:

Under this law employee get the protection against wage and hours in the workplace. Employees
should get the wage according to the work done. Company should not do this like providing
extra work to the employees but not providing extra wage for that. Likewise, employees should
also make them work according to the hours which was previously decided (Rashid, 2016).
Companies are not allowed to make employees work more than the standard working hours.
Company should also take care about the child labour guidelines.
Employee benefits law:
Under this act employees should get benefit against their work. Staff should get health insurance
by the company. So that they can get security against the medicine bills. Organization should
also provide pension benefits to their employees. If employee get the security for their future
then he or she will work will full dedication and this will also increase their productivity.
Workplace safety laws:
it the right of the employees to get the safe environment workplace. Along with safe, healthy and
hygienic working culture should also be provided to the employees. This will help the employees
to work with their full efficiency.
Data protection act:
This act states that data is the private information of the employees or is the confidential
information which should not be shared by the company at any cost without the permission of
the employees. Because employee has the right to decide that company will share their personal
data or not and also to whom.
Industrial disputes act:
It has guidelines about the employer employee disputes (al Habibi, 2019). Company always
support peaceful resolution. It the right of the employees that employee should get information
before 1 week if company is firing them. Transparency should be there regarding salary, working
hours etc so in future there would be no dispute. HRM help the workforce in resolving the
conflicts.
Application of HRM practices in a work related context
Job specification
job position: Human resource executive

closing date: 01/01/2021
Job responsibility: candidate have to handle all the recruitment related process. Have to handle
MS office. Provide training to the new employees.
Job requirement: candidate should have good communication skills. Excellent convincing
power. Easy to adapt change. Pleasing personality. Have degree in human resource and
candidate who have experience of 2 years will be preferred in the HR field.
Skills: should have human resource skills. Know English and regional language. Comfortable to
work extra if needed.
CV
Name: Thomas john
Contact no.: [phone]
Email id: [e-mail]
Date of birth: 09/09/1994
Objective:
To work in the company where can work with the full efficiency.
Education qualification:
Secondary passes in 2011
Senior secondary passed in 2013
Graduation passed in 2016
Post graduation, specialization in HR in 2018
Work experience:
Worked for one year with The Way solutions.
Worked for one year with Regional company.
Hobbies:
Listening songs. Readying books and shopping.
Languages known:
English, French and regional.
Father's name: rane john
Mother's name: Emily john

I hereby declare all the above information is correct and true.
Place:
Date:
Interview questions:
Tell me about yourself?
Why you left your previous company?
What you know about our company?
From where you come to know about this vacancy?
Where you see yourself after 10 years?
Job offer:
This is to inform that Thomas is selected for the human resource executive profile.
Congratulations for the selection. Hope you will join by 10/01/2021.
regards
Raina
Human resource
Recruitment process:
Identification of the vacancy. Given advertisement through advertisement or through print
media. After that received application for the vacancy. Scrutiny of the application and selected
some application and invited candidates for the interview. After taking face to face interview,
written and verbal test best candidate selected and offer letter given to the selected candidate.

CONCLUSION
From the above study it is concluded that human resource is the essential element of
every company or asset of every company, in-fact the whole running and working of the
company depends upon the human resource or its workforce. It would be right to say that the
success and the achievement of company's objective also depends upon the efficient workforce
only. However, in order to ensure that the desired output will come HRM plays an important role
right from recruiting the right candidate from the appropriate methods till selecting the desired
employees and adopting various practices ensuring the improvement in efficiency and
functioning of employees which helps the company to achieve their goal. Apart from that
employee's relation also plays an important role in the success of the company. Also, adopting
the legal framework in the form of following the employment legislations by the company, saves
the companies from the bad impacts of legal environment and helps them to meet the market
competition and proves itself best among the other companies along with meeting and protecting
the interest of both employer and employees.

REFERENCES
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Practices (Talent Management) in Marks and Spencer in Waterloo, London(Doctoral
dissertation, University of East London).
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