HRM Strategy & Performance Analysis

This assignment requires a comprehensive analysis of the relationships between strategy, human resource management (HRM) practices, and organizational performance. Students should utilize the provided academic sources to explore these connections, focusing on concepts such as strategic HRM, capacity for organizational resilience, and the effects of cultural diversity in teams. The task involves evaluating how HRM can contribute to achieving desired business outcomes, with a particular emphasis on the theoretical frameworks presented by Boxall & Purcell (2011), Bratton & Gold (2012), Buller & McEvoy (2012), and Guest (2011). Additionally, students should consider how employment legislation may impact HRM strategies. The assignment aims to enhance understanding of the role of HRM in driving organizational success.

Human Resources
Management

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1...........................................................................................................................................1
P1 Purpose and functions of HRM..............................................................................................1
P2 Strengths and weakness of different approaches of recruitment...........................................2
TASK 2...........................................................................................................................................3
P3 Benefits of HRM practices for employer and employee.......................................................3
P4 Effectiveness of different HRM practices..............................................................................5
TASK 3...........................................................................................................................................6
P5 Importance of employee relations in influencing HRM decision making.............................6
P6 Key elements of employment legislation and its impact.......................................................7
TASK 4............................................................................................................................................8
P7 Application of HRM practices in work related context.........................................................8
CONCLUSION................................................................................................................................9
REFERENCS.................................................................................................................................10

INTRODUCTION
Human resource management is a process of managing employees working in an
enterprise. It is used by entities in order to improve productivity of its subordinates so that
objectives can be achieved. HR (Human resource) department of organisation set policies and
rules by focusing on employee’s growth (Armstrong and Taylor, 2014). Performance and
productivity of workers can be increased by maintaining good relations with employees so
manager tries to maintain healthy relations with workers.. The present report is based on M&S
(Marks & Spencer) which is one of the major player in retail industry based in UK. Various
action or process can be undertaken by company to maintain a healthy relation with its
employees. Purpose and scope of HRM function is explain in this report. Different approaches of
recruitment with its strengths and weakness is detailed under this. In the present scenario
importance of employee relations and how it effects overall decision making process of any
enterprises in given in this essay.
TASK 1
P1 Purpose and functions of HRM
Human resource management or managing employees at workplace is very important for
every organisation. This helps in creating good working environment and subordinates
contributes or give their best to entity. One of the main purpose of HRM is to retain right quality
and quantity of people in enterprises to achieve organisational goals and objectives. Along with
this compensating employees in fair way and motivate them is one of the main purpose of HRM.
This focuses that every worker should get minimum wage according to his skills and qualities.
Functions of HRM includes the following: Planning: Planning includes deciding number and quality of employees required to
accomplish set organisational goals. Research is undertaken by business concerns to do
this because planning required lot relevant information. Relevant data is collected to
forecast supply and need of human resources. Employee development: Development of qualities and skills of workers help them in
performing all functions (Bloom and Van Reenen,2011). Training to newly hired people
and inexperienced employees is also come under this. By focusing on this M&S can
make their employees more competent and this will help the company in gaining
competitive advantage in marketplace.
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 Recruitment: Recruit right and high quality people is one of the main purpose of HRM
department. This helps in defining roles and responsibilities of every job within an entity.
This further helps in recruit right people for right job to achieve set objectives and targets.
This helps in reducing cost of performing different operation in an organisation. Training: Concept of HRM help manager of business entity in identifying the training
need of employees (Boxall and Purcell, 2011). This evaluates skills and qualities of
people with roles and responsibilities of job assign to them. Training programmes are
conducted by manager to enhance skills of workers.
 Managing employee relations: This is one of the main purpose of this concept. HRM
focuses on providing growth opportunities to employees. This helps in maintaining good
and healthy relations with employees which increase the productivity and morale of
employees.
By performing all this functions in an effective way. M&S can better achieve success and
can manage its employees at workplace.
P2 Strengths and weakness of different approaches of recruitment
Recruitment is a process of hiring skilled employees for achieving and performing
various tasks related with a job. Number of methods are there which can be used by an enterprise
to increase its productivity and to recruit right people for right job. Sources of recruit can be
internal or can be external.
Internal sources of recruitment: Under this process vacancies of job are filled within the
enterprise. Number of enterprises are there which examine internal employees before using an
external method of filling the vacancies (Bratton and Gold, 2012). In this employee are promoted
on one higher level. In this entity tell or give information to employees about the vacancy. This
is one of the cost effective method of recruitment because it save the organisation's fund on
advertisement and various other tools of advertising. By using this method M&S can be
benefited from the following benefits:
 Decisions are taken at a quick and fast speed under this approach of recruitment.
 Cost of training and development is also saved in this.
 This motivates internal employees to perform best.
 This brings strong loyalty from the workers.
 Cost of advertisement is saved.
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Disadvantage of internal source of recruitment are as follows:
 This approach of recruitment fails to bring new talent in enterprise.
 It creates bitterness or demotivate employees not promoted. It became difficult for top management to choose and recruit right employee for right job.
External sources of recruitment: It results in bring fresh and new talent in organisation. This
helps enterprise get benefited from skills and qualities of new talent (Buller and McEvoy, 2012).
This make internal environment more competitive and company learns something new. Main
strengths of this approach of recruitment are as follows:
 Brings fresh and new talent in enterprise
 Makes workplace environment more competitive.
 Increase in productivity and performance of employees.
Weakness of external sources of recruitment includes the following:
 It is a lengthy process
 Time consuming process because lot of time is consumed in taking interviews with new
candidates.
 New candidate take time to understand policies and procedures of enteroprise.
 A lot of expenditure take place in advertisement.
 Not always give best results.
 External recruitment causes problem among the old employees.
Both internal and external sources of recruitment has its owns strengths and weakness but
can help enterprise in hiring best candidate if use in an effective way (Chen and et. al., 2010).
M&S should use both approaches to recruit right candidate for right job. This will increase
overall productivity of firm. Both approaches should be used according to the situation to get
effective results.
TASK 2
P3 Benefits of HRM practices for employer and employee
Practices of HRM provide number of benefits to both employer and employees working
in an enterprise. This provide following benefits to employer: Provide guidance and support: HRM provide base to employer for providing guidance
and support to employees to enhance their skills abilities. This helps employer in
deciding and making policies for employee development.
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 Improves employee commitment and performance: One of the main benefit of this
concept that it improve or enhances the productivity of employees (Fee, 2014).
Organisation get benefited by getting commitment of employees. This result and helps
entity in achieving its objectives more easily. Help in developing policies and practices: It provides relevant information to employer
about performance of and abilities of employees which provide guidance to employer
and help him in developing policies. Provide advice and services: Evaluating all the information manager provide advice and
support services to employees to accomplishing their tasks. Train human resource staff: It helps in identifying training and development skills of
staff. Which results in increased skills and talents of workforce.
 Planned decision: HRM practices helps manager in taking planned decision by providing
relevant data and facts. Planned decisions help in bring coordination among various
function of organisation.
Benefits to employee: Employees get fair remuneration: HRM practices follow or apply various legislation
related with the pay of employees. This helps workers in getting fair remuneration for
their performance. Opportunities for growth: Employees benefited through getting lot of opportunities for
growth and development (Guest, 2011). By using these opportunities employees can get
various benefits. Healthy working environment: Practices of HRM results in making healthy work
environment in enterprise and this enhance the performance and increase the productivity
of employees.
 Enhances performance: HRM conducts training programmes for the workers which
results in increasing performance of employees.
By executing HRM practices in their workplace M&S can be benefited form these above
benefits. This help enterprise in gaining commitment from its employees which will help firm in
getting competitive place in market.
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P4 Effectiveness of different HRM practices
Practices of HRM provide number of benefits to an enterprise and play an important role
increasing productivity and profit (Kern, 2014). This bring coordination among all the activities
performed by employees which helps in increase the output. It focuses on many issues like
opportunities provided to employees, fair remuneration by this workers feel empowered and give
their best to enterprise. HRM practices make healthy work environment in workplace which
enhances the performance of every department. It helps entity in getting competitive place in
market. This is one of the most important practice because it give focuses on various critical
human issues.
If proper attention is done by entity on various issues and confusions arise in mind of
subordinates in workplace than employees feel that enterprise is giving focus on them and they
give their best to organisation in return. Increase commitment and morale of employees improve
their performance which results in increasing the organisational profits and productivity.
Important issues are given focus by manager which helps in smoothly running of all business
operations and which helps in reducing cost of different operations. It reduces the time taken to
take a decision and helps company in achieving its objectives and aims at a fast speed.
HRM practices brings co-ordination and cooperation among different activities which
results in increasing cash flows of firm (Lengnick-Hall and et. al ., 2011). Employees are the one
who perform all and different king of activities in a company and if proper motivation and
opportunities for growth provided to them than they will give or perform their best. Which
results in increasing quality of business operation and at the same time profitability of firm also.
Effectiveness of HRM practices can be measured by measuring profit of the enterprise. More
effectively these practices will executed by firm more more profits company will earn.
By effectively execute these practices in work environment M&S can increase the
profitability of all its business operations and practices.
TASK 3
P5 Importance of employee relations in influencing HRM decision making
To be successful it is very important for every enterprise to maintain healthy and good
relations with its employees. This leads to employee satisfaction and increase their productivity.
This includes avoid or deal with issues arising during work. Employee relations is related with
many factors including healthy and safe working conditions, employee involvement, motivation
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and on communication system (Renwick, Redman and Maguire, 2013). All this motivate
employees and leads to increase their productivity and performance of overall organisation.
Good or healthy work environment means employees should feel motivat6ed and positive about
their work and job. In the lifetime of enterprise there are many circumstances and situations
which can arise or hamper the healthy working relations all these situations should be well
tackled or handled by entity to reduce its effect organisation process. For maintaining good
employee relations positive approach should be adopted by enterprise. Stress management
strategies can be used or implemented by enterprise to overcome with opposite situations. Other
than give grievance redressal system should be there in company to solve the issues facing by
employees at workplace. All this will help in increasing the productivity of enterprise.
Maintain good and healthy relations with employees is one of the condition be fulfilled
by every organisation to be successful. Unhealthy relations with employee creates negatively in
work environment. Employees will feel irritate and this will give rise to employee turnover in
entity. Maintaining good relations increase loyalty of employees and they give their best to
enterprise. Employees are the basic pillars of every kind of entity so it is very essential for
employer to provide them good growth opportunities. This will reduces employee turnover and
enhances the goodwill of company in mind of its customers. This will attract number of other
candidates to join the same firm (Stahl and et. al., 2010). Good relations is with employees is
half success because these are the one who undertake important and day to day operations of a
company and final product for the customers.
M&S should give proper attention to solve all the issues face by workers and conflicts
take place among the employees should be well addressed by company.
Number of ways can be used by M&S to maintain good and healthy relations with it
employees.
 All employees should be fairly paid the company according to their skills, competencies
and qualities.
 Feedback of employees should be encouraged. This will let the firm know the issues
faced by employees at workplace. Solving of issues at fast speed encourage or enhance
performance of enterprise.
 All workers should be treated in a friendly manner. Subordinates should feel comfortable
while treated by the manager.
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 Favouritism of employees should be eliminated from the workplace. Employees should
be treated in a fairly manner and should be paid according to their skills and capabilities.
 Job rotation should be take place in entity (Vörösmarty and et. al., 2010). Otherwise daily
and routine job will become boring and unchallenging. Workplace should be interesting
and challenging.
 Internation between management and employees should be taken place on a continue
basis. This will help the workers in knowing about changes takes place in company's
procedures and policies. This will provide an opportunity to employees to discuss the
issues facing by them at workplace.
 Well performed employees should be rewarded this will motivate and encourage them
to continuously achieve high.
All these ways can help enterprise in maintain good and healthy relations with its
employees.
P6 Key elements of employment legislation and its impact
Employment legislation is a body which developed various laws and legislations in
relation with securing rights of employees and employers both at workplace (Wright and
McMahan, 2011). Various laws related with employee legislations include the fol owing:
1. Employment rights act: this act helps in providing basic rights of an employee during
his work life. Includes the following:
 Employee should be benefited with minimum wage.
 Protection should be given to candidate against unfair working conditions. All working conditions should be told to employee in written.
2. Discrimination act: This act simply says or give knowledge about that employees should
not be discriminate on their gender. Equal pay and opportunity should be provide to
every employee working in an organisation. Discrimination should be eliminated on the
ground of :
 Promotion of workers
 Offering training and development opportunities.
 In selection of candidates for job
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Discrimination should be eliminated from workplace and because it decrease the morale and
affect performance of employees in negative way. M&S should use a approach which should not
gave birth to discriminate practices.3. Equal pay act: This act says that men and women both should get equal remuneration
for performing same kind of job (Armstrong and Taylor, 2014). This will give rise to
healthy working environment in organisation.4. Minimum wage act: this act give lights on that every employee working in a company
should get minimum wage decided by various authorities. Minimum wage rate is fixed or
decided according to the cost of living exist in market and changes every year.5. Employment relations act: This act tells that management of enterprise should make and
maintain a healthy and good relations with its employees. This increases productivity of
employees and help organisation in achieving its goals and objectives easily.6. Working time directive: This act helps in deciding minimum hour of working by
employees in a week. Employees can decide to work more if they want to do so.
7. Disability discrimination act: This act says that special facilities should be provided to
disabled people in order to accommodate or fulfil their needs.
All this legislation affect the policies related with development human resource
management. It is essential for every firm to remember these legislations while making
procedures and practices related with employees working in an firm (Bloom and Van Reenen,
2011). By following these enterprise M&S can protect intersects of its employees which will
increase their morale.
TASK 4
P7 Application of HRM practices in work related context
HRM practices can be applied on number of activities of an enterprise. It helps in
undertaking or performing all business operation in an effective way. These practices affect the
following aspects of an enterprise: Performance management: Human resource management provide an overview on
performance of employees working in an enterprise. It gives an opportunity to manager
to compare actual performance of employees with standard performance. Manager can
take remedial decision if required.
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 Maintaining quality of business activities: HRM brings coordination and cooperation
among different activities of various department of organisations which results in
increasing quality of commercial activities. Formulation of vision and mission: Workers are the one who contribute a lot in
achieving mission of the entity. HRM practices helps business owner in making mission
of enterprise by undertaking different skills and qualities of subordinates. Training and development: This is one of the main application of HRM practices. It
provide guidance to manager about training and development needs of employees.
 Manpower planning: It helps in describing various roles and responsibilities needed to
be perform under every job of entity (Boxall and Purcell, 2011). This help manager in
doing manpower planning and deciding what qualities and skills are needed in
candidates to perform various jobs.
This concept can be applied on various aspects of M&S. This will help the company in
achieving various objectives and aims. All this help firm in achieving smoothness in performing
various business activities.
For filling a high position in enterprise recruiter has to follow the necessary steps include
the following:
 Specification of job: Under this responsibilities and duties related with a job are
described.
Job specification
1. Details of job
 Job title: HR of the company
 Department: Human resource
2. Purpose of job
 Managing compensation packages of employees
 managing activities of employees
3. Duties
 Recruiting right and capable candidate
 Analysing skills of individuals
 Description of CV
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General information
Name: John
Mobile no.: 9988556644
Mail id: [e-mail]
Information about qualification:
MBA University of London 99.00%
B.com University of London 89.00%
12th Cambridge university 79.00%
10th Cambridge university 89.00%
Other details:
Date of birth: 12th March 1993
Mother's name: Alley
Father's name: Harry
 Preparation of interview: In this managers collect and make ready the support material to
conduct the interview:
1. Preparation of questionnaire.
2. Implement the interview process
3. Analysing the skills of individuals
4. Evaluation of capability and personal skills of interviewee
 Offering offer letter: if a interviewer get satisfied from skills of candidate than he offer a
letter containing all conditions of company's working and following things:
1. Salary structure
2. Working hours and timings
3. Process of leave
4. Other important terms and conditions
 Evaluation: After ending up all the process the interviewer can evaluate all the steps
included in the process to increase its effectiveness.
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CONCLUSION
Form the above data mentioned in report it can be concluded that human resource
management or managing employee at workplace is very essential for every enterprise to be
successful. It is a pre requisite of every enterprise, this helps in increasing productivity. It give
birth to health and good relations among employees and management. Effectiveness of different
HRM practices are given in this report which can be used by different enterprises to increase
profits and productivity. It plays an effective role and helps in bring coordination and
cooperation among different activities of each department. M&S should apply all HRM
practices to increase its sales. Every enterprise should give attention to all the laws related with
employment. Every employee in entrepreneurs should be treated in fairly manner. Favouritism
should be eliminated from workplace, this will increase morale of employees and help
organisation in getting commitment from them.
REFERENCS
Books and journals
Armstrong, M and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
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Bloom, N and Van Reenen, J., 2011. Human resource management and productivity. Handbook
of labor economics. 4. pp.1697-1767.
Boxall, P and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Bratton, J and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Buller, P.F and McEvoy, G.M., 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review. 22(1). pp.43-56.
Chen, T., and et. al., 2010. The Human Oral Microbiome Database: a web accessible resource
for investigating oral microbe taxonomic and genomic information. Database (Oxford).
2010. p.baq013.
Fee, M.C., 2014. Human resources management.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Kern, R., 2014. Introduction. In Dynamic Quality Management for Cloud Labor Services (pp. 3-
7). Springer International Publishing.
Lengnick-Hall, and et. al ., 2011. Developing a capacity for organizational resilience through
strategic human resource management. Human Resource Management Review. 21(3).
pp.243-255.
Renwick, D.W., Redman, T and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1). pp.1-
14.
Stahl, G.K., and et. al., 2010. Unraveling the effects of cultural diversity in teams: A meta-an
alysis of research on multicultural work groups. Journal of international business studies. 41(4).
pp.690-709.
Vörösmarty, C.J., and et. al., 2010. Global threats to human water security and river biodiversity.
Nature. 467(7315). pp.555-561.
Wright, P.M and McMahan, G.C., 2011. Exploring human capital: putting ‘human’back into
strategic human resource management. Human resource management journal. 21(2).
pp.93-104.
Online
Employment legislation. [Online]. Available through: <http://businesscasestudies.co.uk/business-
theory/people/employment-legislation.html>. [Accessed on 19th June 2017].
Six Main Functions of a Human Resource Department. [Online]. Available through:
<http://smallbusiness.chron.com/six-main-functions-human-resource-department-
60693.html>. [Accessed on 19th June 2017].
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