[SOLVED] HRM Practices and Their Effectiveness

This assignment discusses the importance of Human Resource Management (HRM) practices in achieving organizational growth and development. It highlights the benefits of effective HRM practices, including talent management and coherent thinking, in improving productivity and profitability. The assignment also emphasizes the role of HRM in selecting and retaining top talent, which is crucial for a company's success.

Human resources
Management

Contents
Contents...........................................................................................................................................2
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and function of HRM................................................................................................1
P2 Strengths and weaknesses of recruitment and selection approaches......................................2
P3 Benefits of different HRM practices within an organisation for both the employer and
employee......................................................................................................................................3
P4 Effectiveness of different HRM practices in terms of raising organisational profit and
productivity..................................................................................................................................4
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................6

INTRODUCTION
In present business scenario’s HR manager within an organisation use to perform various kind of
activities that increase the overall productivity and profitability of business. Human resource
management are consider to be the most effective and important part as they are responsible to
run and manager business operation in valuable manner (Alfes and et. al., 2013). The have to
perform various function such as hiring, performance appraisal, training and development, salary
and compensation scheme etc. to better understand the importance of HRM Mark & Spencer is
chosen, which a British Multinational company.
In this report, purpose and function of HRM that support in workforce planning and
strength and weakness of various methods of recruitment and selection are shown. Apart this,
benefits to different practices for both employee and employer and their effectiveness to Mark &
spencer are discussed under this report.
TASK 1
P1 Purpose and function of HRM
In business entity, human resource management is defined as the process of selecting,
hiring, introducing employees, providing training and development program etc. The HR
manager of M&S have to perform different function, most importantly recruiting the best
candidates for the achievement of goals. HR manager function have important such as to deliver
the best effect towards company so that goals are accomplished. Some of the basic function is
defined below:
Planning: With effective plan goals can be attain in more approachable manner, thus it is
one of the most crucial function of manager to make valuable plans. As M&S want to succeed in
market and wants to build great global image it is the chief role of HR to produce plan that will
support them to attain the market condition and generate more and more profits. To make plans
more valuable manager use to determine the facts that will be helpful in making proper
workforce planning. They use to develop such plan that can be beneficial in increasing sales in
future so that proper resources are available to M&S to run and manager their employees and
business operations (Armstrong and Taylor, 2014).
Selecting and staffing: Every company todays wants skilled and professional employees
those will be responsible to perform any task in given situation to make smooth functioning.
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Thus the manager of M&S use to select the most deserving candidate depending on their skill,
capabilities, knowledge so that they are able to perform required job within organisation. HR
manager also plays a significant role and responsibility to properly staff the hired candidate to
desired job role according to their knowledge as a result it can achieve predefined goals.
Training and development: This is also one of an essential function of HR manager to
provide proper training to recruit staff member that help to increase efficiency. Development of
employees is necessary for M&S as it support to makes employees work according to the
requirement and complete work on predefined time. HR manager of respective company have
the primary role to conduct proper training program and is responsible to make sure that all
employees are benefited from these program such as allotting them short task related to the
training. It is helpful in proper planning of workforce as the team member are liable to perform
task in appropriate manner that help to increase profit and performance of company at global
level.
All these above mention functions are assigned for some respective purpose that is applicable in
proper workforce planning and making sure that Mark & spencer generate huge profit that
support in providing sufficient sources for future needs (Bloom and Van Reenen, 2011).
P2 Strengths and weaknesses of recruitment and selection approaches
Recruitment and selection: In business firm, the process of shortlisting, selecting,
attracting and appointing the deserving candidate for a respective job is defined as recruitment.
In general, it is also refer as processes that includes selecting an individual for unpaid job with an
organisation. HR manager of M&S use to hire suitable applicant that fits the job role and help in
improving overall performance and efficiency of company. In order to recruit the appropriate
employees manager uses different approaches such as:
Internal approaches: It is a time and money consuming approach that help HR manager of
M&S to identify and attract job candidate within company itself. In business firm, employees
are promoted according to their capabilities and way of performing a specific job role. Manager
looks to fill the vacant jobs from within its existing workforce so the work keeps on going. There
are different method of internal recruitment that are used by HR manager of M&S such as
promotion and job rotation. Some of the basic advantage and weaknesses discussed below:
Strength:
 It is a cost effective methods.
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 Employees are well known to the working environment of company and
management knows each thing about employees.
Weaknesses:
 It is consider to be one of the main reason of conflicts among employees.
 In case of promotion, company needs to hire new staff member that will require huge
cost.
External approaches: It is defined as the valuation of an available pool of job candidates, other
form current staff member. Manager use this method to fill the vacancies in M&S from new
employee those can deliver best result for the betterment of company performance. It is the
process of searching outside of the current employee pool to fill open positions in an
organization. There are different external methods that are used by HR manager of Mark and
spencer such as online job websites, Recruitment Agencies, Press advertising etc. Some of the
basic strength and weaknesses of external method are discussed below:
Strength:
 External recruitment offers a chance for a fresh attitude on the industry that a company
may need to stay competitive.
 Bringing in new talented employees from the outside can help motivate the current
employees to produce and achieve more in hopes of obtaining the next promotional
opportunity (Boxall and Purcell, 2011).
Weaknesses:
 Sometime the online process can be slow, when care is not taken while drafting the job
description.
 In case of recruitment, the agency can charge registration fees on their selection.
P3 Benefits of different HRM practices within an organisation for both the employer and
employee
HR management is responsible management of people working within organization.
Employees and useful resources can be managed effectively by a human resource system of
Mark & Spencer. This subsequent system enables the managers to make plans and policies
according to the business structure. There are different types of different HRM practices that are
beneficial for both employees and employer, which are discussed below:
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 Planning for change: The HR management have to plays an important role in the M&S
that help to deliver effectiveness in the business operation. Manager use to make planned
changes in organization that is beneficial for both worker and employer. One of such
changes happen in M&S are related to the employees selection process as from now
whenever an employee resign selection is to be done within the available option of
company. This will be beneficial for worker as they already known to M&S and
employer do not have to engage funds in hiring new employees.
Training: In M&S all new and existing employees require training that help them to improve
performance. Training support the employees to apprise and enhance their skills as per the
requirement of the allotted task. It is also helpful for employer as to provide training they must
be well aware about the system called Learning Management System, which keep information
regarding education, qualifications and skills of the employees. Thus it help to produce effective
worker within company that help to improve productivity and profitability of Mark & Spenser
(Bratton and Gold, 2012).
P4 Effectiveness of different HRM practices in terms of raising organisational profit and
productivity.
It has been observed that there are various HRM practices are helpful for running and
managing business operation in effective manner. These practices are helpful in workforce
planning and making attaining the predefined goals. Some of these are discussed below that help
M&S to raise profit and productivity.
Talent management: HRM department of Mark & Spencer Company recruit new talent
people in the organisation. Provide them proper training and development program, which
enhance the skills of individual. Manager make various strategies that helps in to retain
employee in the organisation for long time and make them efficient so they become more
effective. This support to increase productivity of M&S and also maximum profit.
Coherent thinking: This particular policy is followed within the office premises of M&S
through which employees are executed to deliver best effort for accomplishing their work within
the deadlines. As a result employees work with more effecirncy in order to increase the overall
profit of company and attaining the good market image (Buller and McEvoy, 2012).
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CONCLUSION
In the last, it has been concluded that HRM plays a significant role within an organisation,
as manager have to perform different activities for growth and development. They hire the best
and deserving candidate through effective selection process so that task can be completed within
appropriate time in meaningful manner. Benefits of HRM practice to organisation and how
employee’s behaviour influences decision of HRM. Applications of HR practices reflecting how
all these have impact in improving organisational structure.
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REFERENCES
Books and Journals
Alfes, K., and et. al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
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.
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