Purpose and Function of HRM in Workforce Planning

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Purpose and function of HRM and it's implement among workforce planning....................3
P2 Strength and weaknesses related with different approaches of recruitment and selection....4
TASK 2............................................................................................................................................5
P3 Explain benefits of HRM practices among organisation for employee and employer..........5
P4 Evaluation of different HRM practices in terms of enhancing organisation productivity and
profitability.................................................................................................................................6
TASK 3............................................................................................................................................6
P6 Key elements of employee's legislation and it's impact on HRM decision-making..............7
TASK 4............................................................................................................................................8
P7 Illustrate and implement of HRM practices with a work related context by using specific
example.......................................................................................................................................8
CONCLUSION.............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
The term recruitment process aids an organisation for identify of vacant job positions,
analysing of all individuals, screening and then short-listing, review of application forms for
selecting an appropriate candidate. The main function of HRM is to identify, analyse and select
of a candidate for transferring appropriate responsibility to perform organisational work with
more efficiency and effectiveness. Human-Resource department is responsible for managing the
working standards for accomplish of organisational goal in a flexible manner (Hope and
Spencer, 2017). In simple terms, human-resource management is responsible for improving
productivity of organisation by managing and retaining skilled workforce. This report is written
from perspective of M&S and this is a multinational retail organisation which headquarter is
situated in London. Moreover, this report highlights on purpose and function of HRM that is
applicable on workforce planning. Strength and weakness of different approaches, benefits of
HRM practices for employee's and employer will also be included in this report.
TASK 1
P1 Purpose and function of HRM and it's implement among workforce planning
Human-Resource management and their practices perform different functions among the
organisation which includes hiring, motivating and training to workforce. In context of M&S,
management perform different functions that is related with employees performance and they
aids management to perform all work with a decided purpose. Some functions of HRM are
mention as follow:
 Fulfilment of workforce needs- The basic need is to manage and control workforce of
an organisation in order to fulfil workforce requirements in an appropriate manner. With
understand of individual needs human-resource manager fulfil demand and requirements
of engaged workforce in order to minimise challenges related workforce (Ilyas, Hu and
Wiwattanakornwong, 2020). The main motive of HR is to offer accurate job place for
utilise all skills related with candidates to perform all work in an organised manner.
 Compensation- The main role of HR is to offer appropriate rewards and benefits to the
workforce who are capable and potential for managing organisation work. Along with
this HR of M&S formulate records and observe work of employee's in order to provide
appropriate appraisal to individuals. This also helps management to motivate all workers

through offering appropriate rewards to individuals that aids respective organisation to
perform work with more efficiency.
 Training and development- The main purpose of HR is to manage all employee's who
perform their work for accomplish of organisation goals. From perspective of M&S, HR
organise and arrange training session for performing all task in an appropriate manner.
Moreover, with training and development factors management perform their work
through completing task in an organised manner.
 Formulation of agreement- HR plays an important role that provide secure and positive
work environment to the workforce. From the perspective of M&S, law agreement
ensure that all work is completed through adoption of legal formalities which is fulfilled
by employers to perform work in an ethical manner (Latukha, 2015). It also enhance
motivation of employees to complete task with more efficiency.
P2 Strength and weaknesses related with different approaches of recruitment and selection
The most important aspect of an organisation relates with approach of recruitment and
selection that support HR of M&S to perform their work in an organised manner. With
formulation of effective plan management consider that all task is completed according to
decided job position. Some approaches of recruitment and selection are mention as follow:
 Workforce planning approach- This approach is followed by HR of M&S and it make
sure that working at the workplace aids to processed for completion of all work in a
perfect manner. Moreover, efficient work processed to perform all work according to
decided targets and goals.
 Approaches to rewards- One of the basic prospect for motivating workforce is to offer
rewards that is used to perform work in an appropriate manner (Nikolov, Tomov and
Nikolova, 2016). From the perspective of M&S management ensure that different
rewards and benefits whether tangible or intangible is offered to workers. This aids
individuals are connected with working standards of business.
Selection method of M&S with it's strength and weakness
Human-Resource management of M&S utilised several approaches to select individuals
which is mention as follow: