Importance of Employee Relations in HRM Decision-Making

This report analyzes the importance of employee relations in influencing HRM decision-making and its impact on organizational success. It includes a case study of Marks and Spencer.

Human Resources
management

Table of Contents
INTRODUCTION...........................................................................................................................4
TASK 1............................................................................................................................................4
P1 Purpose and the functions of HR management I n workforce planning and resource
planning..................................................................................................................................4
P2 Strength and weaknesses of approaches in recruitment and selection..............................5
TASK 2............................................................................................................................................7
P3 Benefits of various HRM practices..................................................................................7
P4: Evaluate effectiveness of HRM practises in organisational profit & productivity..........8
TASK 3............................................................................................................................................9
P5: Analyse the importance of employee relations in respect to influencing HRM decision-
making....................................................................................................................................9
P6: Identify the key elements of employment legislation and the impact it has upon HRM
decision-making...................................................................................................................10
TASK 4 .........................................................................................................................................11
P7: Application of HRM practises in work related context ................................................11
CONCLUSION..............................................................................................................................14
REFERENCE.................................................................................................................................15

INTRODUCTION
HRM (Human resources management) system which involves the management of
employee's recruitment along with there productivity (Abun, Magallanes, 2018). It is the one of
the crucial part of the business management systems, who work to resource workers for the
operational management system in order to provide productive staff which can aid to accomplish
the higher productivity with operational system and then finally result as organisation goal
achievement. Marks and Spencer is the multinational retailers company who deals with the
selling of clothes, food products along with some house products, it has headquarter in London,
England. This report is about analysing the HRM management system practices, its importance,
application, strategies which should be follow and the theory's which aid to manage this
effectively in context of Marks and Spencer.
TASK 1
P1 Purpose and the functions of HR management I n workforce planning and resource planning
Company overview:- Marks and Spenser is a multinational retail brand of British. Which
is having the specialisation in the home products and clothing. It was acquired by the Michael
marks in year 1884. in present time they are having about to 959 stores across UK.
Mission:- Marks and Spencer having the mission to make high quality product which can
be inspiration to other business and their customer segment.
Business objective:- M&S is having its focus in the international and multinational retail
brand in which they are working on it very carefully which is to maintain the brand quality with
the higher level of trust or customer trust and the employee engagement (Van Buren III, 2020).

Functions of HRM
Human Resource Management is having many necessary functions. Some of the
functions are discussed further (Bhardwaj, Jain, and Kumar, 2019).
Ensuring compliance with labour laws- HRM department needs to ensure that is
following the all laws and the business operation in proper manner.
Recruitment and selection- It is the main work of the HRM department to recruit the
employees. M&S need to recruit the best one who very well fit in their job profile.
Training of employees- After the recruitment of the employees they need to get trained
for the business purpose for which they need to get trained for that particular job profile for
which they are selected. M&S need to train their employee in the good manner which should
also involve the communication skills that how to talk easy with their customer.
Performance management- This is crucial function in which the employee need to be
engaged as well as productive at the same period of time (Bibb, 2016). Here, M&S need to use
this management operation which can help in increasing the productivity and along with the
increasing the performance of their employees.
Best fit Model
Hard and Soft Model of HRM
Hard HRM- In this type of model in which the employees are treated as the resource of
the business. They are having the strong link in corporate business plan.
Soft HRM- This is the approach which used to focus on the employee needs which M&S
need to follow this.
P2 Strength and weaknesses of approaches in recruitment and selection
Recruitment is the process of attracting, interviewing, selecting and hiring. In other word
it full fill all the staffing process. M&S need to have this when they try to expand themselves
internationally.
Strength of Internal Recruitment
 Accurate Selection
 Adaptability
 Motivation
Weaknesses of Internal Recruitment
 Limited choices

 Internal conflicts
External source of recruitment is one of the most common function of filling the vacant
seats.
Strength of External Recruitment
Component candidates- There are different option of candidates which can help in
finding the best one who is best for that job profile (Christopher, 2019).
Fresh skills- this may help in finding the new and skilled employee which the
organisation don't have (Farndale, Brewster, 2017). M&S here need to hire such talented person
who can help in expansion of their business on international level.
Weaknesses of External Recruitment
High cost- The recruitment process needs very high cost which is due to spending more
time in advertisement and then other interviewing process which is cost effective along with
time.
Adaptability issues- There are many issues which the new employee of that particular
organisation here say, the employee of M&S which need to be resolved as soon as possible for
the maximum outcome.
Selection refers to the choosing a suitable candidate for the job profile for which he or she has
applied.
Interview- This is the process for selecting the right candidate for by face to face
interaction.
Strength- Time saving- Direct interaction is high effective which can help in understand
the candidate which can help in saving the time due to having this process.
Weaknesses- Biases of interviewer- When the interviewer is biased then there is high
chances of manipulated interview process which can't help in choosing the right candidates for
that job profile.
TASK 2
P3 Benefits of various HRM practices
Learning, developing and training
Job workplace design- This is related to different factors which are the part of workplace which
are discussed further.

Reward management-
Intrinsic rewards includes the professional achievement, personal goal arises within the
individuals (Galetić, and Klindžić, 2020). Extrinsic motivation is based on tangible rewards
which which is offered to the manager or supervisor .
Link between motivational theory and rewards
M&S focuses on the adoption of Maslow theory which is able to full fill the basic needs
which can help in getting rewards and also gives the motivation.
Series of job design-job extension techniques
Benefits for employer- This techniques used for dividing the employee in two categories
in the group employees and the individual employee (Glaister, Karacay, Demirbag, 2018) M&S
follows the job rotation which show there is no focus on the individual employee.
Benefit for employee- Employee are able to learn new skills with changing in job profile.
Flexible organisation
Functional flexibility refers to the high level skills for performing many activities.
Numerical flexibility refers to the peripheral workforce and low skilled workers.
Flexible working options
Benefits for employer- higher flexibility at workplace which leads to high job
satisfaction.
Benefits for employee- focus on job roles with high motivation.
Performance and rewards
M&S apply the theme which is reward according to the job performance which motivate the
employee to enhance their performance.
Benefits for employer- M&S creates the competition which is related to the performance
which helps in increasing the productivity.
Benefits for employee- High motivational, helps in enhancing the job performance.
Training and development
Differentiating development and training- Training refers to the learning of basic skills
and knowledge which is important for particular job.
Benefits for employer- advancement in competence and knowledge
Benefits for employee- Training and development opportunity.

P4: Evaluate effectiveness of HRM practises in organisational profit & productivity
Practises and activities of Human resource management system posses the variant effect
on the success of company (Sparkman, 2018). As it aid the organisation with the
productive,skilled employees for relevant post, Monitor and calculate the productivity of
workers, mange the safety standards, along with the development,selection of the performance
increasing strategies. Marks and Spencer, is implementing 360 degree approach to mange the
effective performance of their work force.
HRM practices of Marks and Spencer in raising profits and productivity
Mentoring and coaching- This is the practice of HRM system who's objective or
responsibility is to support the employee's with all required resource, such as training, guidelines,
and instruction, this can be done by manager and leader's of the company(Gope, Elia, and
Passionate, 2018). Where manger develop the concepts and guidelines and then leader explain it
to the employee's.
Job Design-
This is the approach which have to be done by HR executives of the company through
which, manager have to evaluate and find out the work force requirement of the company. And
then make the job profile on the basis of speciality requirement. Marks and Spencer HR design
the job vacancy on the basis of retail market requirements. This practise effects the profit
because it analyse the particular need of the company and reduce the time, money wastage on
unspecific workers who are not helpful for the work.
Job Analysis- This is the practice which done after the Job Design, where they have to recruit
and place the skilled and specialised workers for particular type of the job profile. Marks and
Spencer HR do the proper analysis of the employees and place them into the right department.
TASK 3
P5: Analyse the importance of employee relations in respect to influencing HRM decision-
making.
Employee's relationship management is important same as customer relationship management,
one is for production of the product and service and other is for, buying of product to make the
business successful. And it is important to make the positive, strong employee's relationship to

grab their loyalty and importance for company welfare, if the organization mange the strong
employee's relationship with the implementation of right approaches of HRM. Then it increase
the performance level of worker, so that's why HRM have to make the decision on the basis of
employee's too.
Grievance: Organization have to conduct the regular grievances or feedback process in
order to understand the problem employee's and resolve them. And this aid to make the more
strong relationship between manager and employee's (Raine, and Taghavi, 2020). Marks and
Spencer manger regularly take the feed bake of their employees and help them with the effective
solutions, this approach develop the comfortable bond between employees and manger, leader.
Collective agreement: This is the approach for the employee's relationship management
between themselves and organisation (Paais, Pattiruhu,, Sopiah, 2020). This involve the
manager role who have to make the ethical and cultural guidelines for the organisation positive
environment, for every individual of the company. Marks and Spencer manger make the
guidelines which increases the understanding ability's of workers for respect of each other and
work importance.
Importance of employee relation:
Employee's relationship management increases the understanding of individual for each other
and devolve the importance of company in the employee's mind. So if employee's feel good for
company they work hard for it. So it should be done by providing all the safe and healthy
environmental facility.
P6: Identify the key elements of employment legislation and the impact it has upon HRM
decision-making.
In the present competitive business environment it is necessary to follow employment
legislation in order to make the best human resource work force for the organisation. Which aid
to achieve the goals of the company. Employment legislation is the legal rules and guidelines
given by the government, for the welfare of employee's at every work pace. And the organisation
which follow it in right way, then it gives the positive result. The key types of employment
legislation is given below.

Equality act 2010: According to this act the employee's should be treated equally. This
act is develop for the safety of employee's from mistreatment, inequality, partiality. Organisation
can get benefits by following this legislation, because it aid make positive work culture and
produces the possibility of conflicts, customer loyalty and productivity. Marks and Spencer they
have to improve some plans in order to give the equal opportunities to their workers.
Health and safety act 1974: On the basis of this act laws, organisation have to provide
safe, healthy work environment to their employee's along with safety of customers, visitors. It
mean the organisation should mange the safety of complete human resource. Organisation
should follow the risk assessment process along with the implementation of safety standards,
guideline and instruction. Marks and Spencer is followings the health and safety act for welfare
of their employee's, by conducting the time to time risk assessment .
Sex discrimination act 1975: This act is made to prevent the sex discrimination in the
every type organisation environment. According to this no one in the society and organisation
can be treated on the basis of their sexuality and gender, every one should be offered with the
same opportunities and facility's. Marks and Spencer is maintaining the positive work
environment and treat every one equally.
Effects of employee relation and employee legislation in HRM of decision making
Employee's relationship helps to increase loyalty, and commitment of worker for company, and
the legislation aid to maintained the strong employee's relationship by providing all the essential
rights to the employee's. So for that organisation leader's and manger have to make every
decision by concerning the employees and employment legislation (Zeitoun and Pamini, 2020).
TASK 4
P7: Application of HRM practises in work related context
There are the multiple application of HRM practises in the work related such as
recruitment of staff by developing the job advertisement, job description,interview script, and
after the selection its come into the offer latter writing for selected employee's
Job advertising
job advertisement should be clear and understandable, so that person how are looking for
job can catch it easily.
Marks and Spencer

JOB OPNINGS
we have requirement of communicative and experienced HR executive.
Operation manager
JOB DESCRIPTION
Should posses all the management skills and have at-least two year of the experience in the
related field. Along with the masters degree in the HRM.
REQUIRED SKILLS
 extrovert
 influencing
 creative
 leadership skills
 problem solving
Apply now
send your resume and CV at [e-mail], and you can also apply into the
company website www.marksandspencer.com.
Job Description
Company Name: Marks and Spencer
Job profile: HR executive
Department: HRM
Responsible to : Head of production and operational department
Purpose of the job:
 Is to recruit killed employees for organisation..
 Analyse specificity of employees and place them according to it into different
departments.
 Encourage and influence the staff for higher performance.
Responsibilities:
 manage the positive work environment

 increasing the performance level of employees.
Job Offer Later
Offer Letter
Marks and Spencer
Block A, Tower A-1, World Trade Park
UK
777775
Date: 11/12/2020
Dear Ms. Peter Jones
We are very grateful to inform you that, you got selected in final interview round for the
job designation of HR executives. The Joining date is 12/12/2020, pleas kindly report
at the give date and time. Your knowledge are very use full for our organisation.
Reporting time will be sharp 9:30 AM.
Document which you should bring along with you.
 ID proof
 experience latter
If you are interested, kindly come at the given time.
Thank You,
Helene Sharrock
(HR Marks and Spencer)
Interview script
HR manger can use some of these common question for that particular job profile.
 Tell me something about you which is not give in your CV?
 What is one of your strength which can help you in you work responsibility as a HR
executive ?

 Who you can be beneficial for company?
 What techniques you can use as a HR executives to solve the conflict and hypothetical
situation. ?
 How will your work experience influence and help you to work effective as HR
executive .
Person specification
Person specialisation
 Post: HR executives
 Department: Human resource management
 Key:
(A): Application forms (I) Interview ®: Role
ACADMIC QUALIFICATION
 Should have qualification related to Human resources management or have two year
experience in that filed.
Key skills
Experience and qualification
Essential skills:
 Graduate/ postgraduate
Abilities
 Effective Communicator
 Creative
 hard working
Experience:
 More than 2 year experience

CV is a the curriculum vitae which involves the complete documents of education and
experience of the individual for job interview.
CV
Peter Jones
Address: 13/258, SYZ Street, London, UK.
Contact Details: 00647- 99857
Email Id: Peter [e-mail]
Career Objective: Aim is to work for reputed company, and to chase for their goals
achievement with aid my complete efforts and skills.
Work experience:
 Minimum experience of 3 year in the HR manger.
 7 months internship under a human resource manager.
Qualification
 Bachelor’s in business management.
 Masters degree in Human Resource.
CONCLUSION
From the complete study of HRM management it has been analysed that for every type
of company, HRM system is important because it play key role in the operation and production
process of product and services. And for good productivity it need to mange the employee's
performance by the aid of different management theory's (motivation, discussion, problem
solving theory's)legislations, practises and so on. Manger is the one how is responsible to
screening, recruitment of the skills employees for their organisation. Along with the maintenance
of training, safety and work guideline, leader is the another important person for employee's
management, who guide them, motivate them and solve the problems of employees. So manger
and leader's conduct different functions such as analysing, job design planing controlling

monitoring, motivating, training etc. the core objective of the HRM is to make effective work
staff, with good relationship and productive skills.
REFERENCE
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