HRM in Human Resources Resource Management

HUMAN RESOURCE
MANAGEMENT
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Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Purpose and functions of HRM for workforce planning and resourcing an organisation.3
P2 Determine strengths and weakness of different approaches of recruitment and selection5
TASK 2 ...........................................................................................................................................7
P3 Determine the benefits of HRM for an employer and an employee.................................7
P4 Evaluate effective HRM practices for enhancing organisational profit and productivity.8
TASK 3............................................................................................................................................9
P5 Importance of employee relation influencing HRM decision making..............................9
P6 Determine key components of employee legislations and its influence on HRM decision
making..................................................................................................................................10
TASK 4..........................................................................................................................................11
P7 Application of HRM in an organisation..........................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13
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INTRODUCTION
Human resource management is an strategic approach through which a business manages
personnel of their business which will enhance their performance and organisational goals can be
achieved effectively and efficiently. Human resource management helps business to recruit and
retain talented employees through which overall productivity of a business can be enhanced
(Storey, 2016). All functions and processes of human resource management revolves around
planning, organising, controlling, coordinating and execution of plans and activities through
which organisational goals can be accomplished. Marks and Spencer is an British multinational
company who operates as a retailer in the marketplace and delivers products related to clothing,
home decor and food products under their label. The company was founded in Leeds, UK in
1884 by Michael Marks and Thomas Spencer. This project is based on all activities and
operations of Human resource management that are practised by Marks and Spencer.
TASK 1
P1 Purpose and functions of HRM for workforce planning and resourcing an organisation
Human resource management- Human resource management is an process of
recruiting, selecting, training and developing all employees through which an organisation can
meet targets and enhance the organisational productivity (Stewart and Brown, 2019). The human
resource management of Marks and Spencer focus on their employee's and their customer by
providing valuable products and services by which an organisation can gain competitive
advantage.
Purpose
Human resource management aims to achieve organisational goals efficiently and
effectively. The purpose of Human Resource management of an organisation in workforce
planning and resourcing are explained below:
 Motivation of employee's- The activities of human resource management helps
business in motivating their employees through which a business can enhance their
performance and organisational goals can be accomplished efficiently. Marks and
Spencer motivates and encourages their employee's by understanding their opinions and
valuing their preferences and by recognizing all employee's for their performance in the
organisation for accomplishment of all organisational goals. this helps in satisfying and
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motivating employees which ultimately leads to less employee turnover, which is a
beneficial task for process of workforce planning.
 Employee retention- The human resource practices can enhance employee retention
within an organisation by providing services and benefits to employee's. Marks and
Spencer focus on retaining their talented employee's by providing them quality services,
plans and programs which can motivate all employees and provide job satisfaction. For
this purpose, employer has planned to provide certain non-monetary benefits, like office
parties, etc. this is basically related to make to work culture comfortable for employees.
(DeCenzo, Robbins and Verhulst, 2016).
 Better work culture- The human resource practices can enhance quality of work life and
enhance living stands by providing appropriate wages and through maintaining healthy
working scenario in an organisation. Marks and Spencer focus on maintaining healthy
working environment by encouraging all employee's and appraising their contribution in
achievement of organisational goals.
Functions
Some of the functions of human resource management of an organisation through which
a business can perform all activities and operations effectively and efficiently are mentioned
below:
 Staffing- Staffing is an activity of an organisation which is carried out by the human
resource department through which a business attracts and recruit talents which can help
an organisation in achieving all organisational goals efficiently. Marks and Spencer
strategically plan for recruiting top talents for all organisation who can perform better and
contribute in the achievement of organisational goals.
 Performance appraisal- The performance of employees and their contribution in
achievement of organisational goals is recognised and appraised through performance
appraisal policies and strategies of human resource management. Marks and Spencer use
effective appraisal policies through which they can recognize and appraise the
performance of all employee's (Bratton and Gold, 2017).
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