Human Resource Management Review and Analysis

This assignment provides a detailed review of various resources on human resource management, including books, articles, and online documents. It covers topics such as strategic HR, green HRM, and high-performance work systems, among others. The assignment aims to provide a comprehensive understanding of the subject and is suitable for students and professionals looking to deepen their knowledge in human resource management.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and function of HRM applicable to workforce planning in an organisation...........1
P2 Strength and Weaknesses of different approaches of recruitment and selection process......4
TASK 2 ...........................................................................................................................................5
P3 Benefits of HRM practices for employer and employee in a company ................................5
P4 Importance of effectiveness of different HRM practices.......................................................7
TASK 3............................................................................................................................................8
P5 Importance of workers relation to influence HRM decision-making....................................8
P6 Key element of employee's legislation and it's impact on decision-making process of HRM
.....................................................................................................................................................8
TASK 4............................................................................................................................................9
P7 Application of HRM practices ..............................................................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management is a formative process that leads towards building a
effective human resources with the help of recruitment, selection, training and development,
orientation in order to achieve organisational goals in best effective way (Alfes, 2013). In
addition to this, HR manager holds a certain set of responsibilities in which they perform
activities related to, appraising employees, offering them benefits, maintaining proper
relationship with workforce, ensuring workers safety and complying labour laws. Present report
has been conducted on Marks and Spencer a multinational retail company founded in the year
1884, United Kingdom. Report includes formative decisions on the topic of effectiveness and
importance of HRM practises and employee relationship. Along with this, project includes
application of HRM practises and utilization of technology so to increase effectiveness of
selection and recruitment process.
TASK 1
P1 Purpose and function of HRM applicable to workforce planning in an organisation
Workforce planning acts as an one the key essential element in an organisation that
include formative evaluation and examination to company actual need and attain best effective
qualitative human resources that help in the attainment of predetermined goals and objectives. In
context with Marks and Spencer by ensuring proper utilization of employees abilities HR
manager can effectively able to recruit right individual at right job. HRM consist numerous set
of functions and purpose mentioned below that can be taken into consideration by HR manager
of company:
Purpose of HRM
Human-resource-management works with a purpose to effectively maintain proper
coordination among employees and company top level management in order to fulfil staffing
needs in best effective way. Human resource manager of Marks and Spencer perform their
functions with a purpose of increasing overall productivity and profitability of organisation along
with strengthening employees efficiency. In order to accomplish this, mentioned below there are
some basic activities and purposes that can be consider by company HR manager:
Create Better Organisational Culture: HR manager perform their objectives with a main
purpose to formulate effective organisational culture in within company workplace and build
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developmental relationship with organisation management and workforce. HR manager of Marks
and Spencer, operate their functions towards building positive and healthy workplace
environment which will further benefit company to increase efficiency and productivity of both
company and employees. By creating a healthy organisational culture, M&S can effectively
motivate the workforce, thereby, carrying out workforce planning to achieve the business
objectives within time.
Law: Multinational organisations like Marks and Spencer operate their business
operations in wide range of geographical locations. Each and every nation has separate laws and
legislations which are required to be abide by every organisational unit. HR manager of Marks
and Spencer effectively consider each and every required federal and state laws and legislations
that include, equal employment opportunity, labour union, employee management, wages and
conflict resolution (Sparrow, Brewster and Chung, 2016). This will further aid them to
effectively address organisational issues concerned and provide safe secure working environment
that lead towards high end productivity. By stipulating and enforcing employment and health and
safety laws, M&S can effectively execute workforce planning in a desirable manner, thereby
encouraging them to deliver enhanced performance.
Functions of HRM
Recruitment & Selection: It is a basic process within which HR manager engage in the
process of hiring and selecting potential candidates. In relation with, Marks and Spencer HR
manager effectively hire best effective individuals with the help of formative staffing plan and
estimated budget. With the help of proper planning and budget HR manager of Marks and
Spencer can effectively able to recruit potentially effective candidate by measuring cost
effectiveness of company that will lead towards productivity and profitability of organisation.
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(Source: Role of Human Resource Manager, 2019)
Training & Development: This function acts as an one the most crucial element within an
organisation that include formative training and development programmes to employees as to
increase their capabilities and knowledge. In context with Marks and Spencer, HR manager of
company offer different types of training and development programmes and organise periodical
seminars for their workforce. This benefits in increasing and improving knowledge and
productivity of employees that automatically help company to increase its profitability.
Employee Relation: HR manager of Marks and Spencer consider their workforce as a
one the strongest pillar or company that stimulates organisation continuous profitability. Thus, in
order to maintain their relationship HR manager offer numerous motivational elements including
compensation, benefits to their employees in order to increase their productivity as to strengthen
organisation efficiency and profitability.
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P2 Strength and Weaknesses of different approaches of recruitment and selection process
Selection and Recruitment is a basic function in an organisation with the help of which
organisation gain potential and effective candidates who can works towards attaining company
objectives in a developmental way. Thus, in order to strengthen efficiency of this process Marks
and Spencer HR manager take advantage of human resource planning. Recruitment process
include functions relating to identifying actual job recruitment in a company and fill the same
with effective candidates while selection include, selecting best suitable candidates form pool of
individual. Source of recruitment and selection is described below:
Internal Source of Recruitment:
In this form of recruitment workers get hired on a particular position through the process
of employee referrals, transferring, promotions and employee referrals. Company is considering
promotions as internal sourcing of suitable candidates.
STRENGTH WEAKNESSES
With the help of Promotion source of
recruitment manager can able to hire
candidates with best effective capability as
they are already familiar with their workforce
(Welch, 2011). It further helps in increase
loyalty among employees towards increasing
profitability.
It hamper organisation to get fresh blood that
affect innovation within company. Along with
this, lack of diversity acts as major weakness
for an entity.
External Source of Recruitment: In this method of recruitment, employees get hired and
selected through the mode of employment agencies, campus recruitment, direct recruitment,
professional associations, advertisements and employment exchanges. Organisation is taking
advantage of advertising form of recruitment to hire best effective candidates.
STRENGTH WEAKNESSES
With the help of this mode of recruitment
company can recruit potential and best
effective eligible individuals from wide range
of locations.
There is a requirement of huge investments as
in this it become essential for company to
conduct proper verification and documentation
of individuals in order to select potential
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candidate.
Both of the methods can be considered by Marks and Spencer in order to recruit best potential
candidate that help company to strengthen their workforce. To accomplish their process in
formative manner HR manager of Marks and Spencer conduct proper documentation related to
person specification, job description, and interview and person specification.
Methods of Selection in M&S Company:
Online Screening:
HR manager of Marks and Spencer take advantage of Online screening method in order
to recruit candidates form wide range of geographical locations.
Merits and Demerits of Online Screening
Strengths Weakness
Internet allow M&S to reach out to maximum
location and recruit more qualified candidates
form wide range of pool of applicants.
It affect M&S to slip good candidates as there
are some individuals who lacks in internet
access and never respond towards online form
of job posting.
Interview Technique:
With the help of interview test selection, HR manager of Marks and Spencer hire
potential candidates who get shortlisted from internal and external source of recruitment.
Strength and Weaknesses of Interview Technique
Strength Weakness
Major strength of interview method includes
proper and exact feedback on spontaneous
time.
It requires lot of time and sometime manger
find bit difficulty to effectively evaluate
feedbacks form candidates.
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TASK 2
P3 Benefits of HRM practices for employer and employee in a company
Human resource management is a most important element within an organisation with the
help of which organisation can effectively ensure proper utilization and management of
inventory. HR manager of Marks and Spencer have formative set of responsibilities that include,
employee relations, payroll, compensation management, selection, recruitment and employee
engagement. There are some formative practises that can be considered by company HR towards
employer and employee benefit:
Training and Development:
In order to increase working capability and knowledge of employees it is essential for an
organisation to make investments in different types of training sessions. Training and
development acts as a two important element of same coin. It helps company to increase work
efficiency of the newly joined and existing employees and further help in development of
personality of an employee. For an instance, if an employee take proper training and
development in an regular manner then it will benefit them to increase their work efficiency .
M&S effectively consider that each and every employee within their organisation are personally
and professionally developed for this they provide different types of training programs and make
sure each and every worker attend this on regular basis. With the help of this company can
further increase their work productivity that lead towards rise in their overall profitability rate as
productivity of their workforce increases in a effective manner.
Flexible Working Hours:
Marks and Spencer HR manager make sure that there is no such kind of time bound. HR
managers make their employees work in a flexible working. As this will help organisation to
increase innovation and proper engagement of employees within a work it further helps them to
extract best out of their employees. As if a worker performed their objective in no flex time then
they can able to work with more efficiency. Thus, providing work life balance Marks and
Spencer can effectively able to achieve targets in perfect time manner with great efficiency.
Benefits to Employees Benefits to Employers
 With help of formative training and
development employees can able to
 Training and development benefits
organisation to retain their employees
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increase expertise level.
 HRM practices effectively aid
employees to work in a discrimination
free working environment (Rubery,
and Urwin, 2011).
for long period of time.
 By selecting right potential candidate
company can able to effectively achieve
their predetermined objectives in an
efficient way along with perfect
framework of time.
P4 Importance of effectiveness of different HRM practices
Human Resource department is a most essential part in every organisation as it helps in
managing and training employees in order to increase organisation as well as workforce
productivity. Human Resource Department in Marks and Spencer provide positive work
environment to their employees in which they can improve their level of performance.
Mentioned below some of the practices that are considered by HR managers of company are:
Proper direction setting and execution
It is the basic responsibilities of leaders and managers to define formative goals and
target. Thus, It can be evaluated that with the help of Human Resource Department company can
recruit Highly Effective managers and leaders in different departments of company in order to
ensure effective and qualitative outcomes. In addition with this, it has been further analysed that
by offering proper direction Marks and Spencer can effectively able to extract best out of their
employees.
Update skills and abilities of employees
For maintaining productivity best effective workforce HRM department of Marks and
Spencer formulate strategies with the help of which they can stimulate work efficiency of their
employees. In order to accomplish these managers implement best effective communication
channels within their workplace as this will help company to attain high standard growth.
Therefore, it is evaluated that by updating skills and abilities of employees, company can
effectively increase work performance of employees which further aid organisation towards high
end growth.
Monetary and non monetary rewards
In order to improve performance of employees in order to stimulate and make continuous
growth in an employee performance Human Resource Department offer numerous set of benefits
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and rewards to their employees. That includes promotions, bonus, unpaid holidays and more.
This will help organisation to increase efficiency and work productivity of the employees that
helps company to achieve their objectives in a proper set of time frame. Thus, it has been
evaluated that by providing numerous range of monetary and non monetary benefits Marks and
Spencer can effectively able to gain employees loyalty towards organisation that further lead
towards increase ion organisational productivity and profitability.
Sharing collaboration
Organisation includes a workforce in which there are different set of individual works
who belong to different geographical locations. Thus, managers of marks and Spencer effectively
ensure that there is a positive interaction between each of their employee in order to improve
sharing and collaborative activities. It will help company to increase work efficiency of each and
every employee.
By considering all the above mentioned factor Human Resource Manager can effectively
increase performance of their employees. As by providing monetary and non-monetary benefits
will benefit company to increase motivation in their employees that will automatically stimulate
their level of performance. Along with this, by making their employees perform their task in a
collaborative manner increase work productivity and inflow of new ideas and information. It
further helps in increase in the level of workforce performance. All these practices effectively aid
organisation to improve their overall base of profit and productivity. With these, the respective
corporation aims at development of a culture whereby employee relations are of prime
significance along with employee legislations. Marks & Spencer abides by the laws such as
Equality act (2010); Occupational safety and health act (1970) etc. to facilitate a working
atmosphere whereby human resource and their welfare is of key importance. With this, the
corporation is successful in gaining support and aid from employees individually and
collaboratively thus inflating overall organisational productivity to achieve goals in a timely
manner.
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TASK 3
P5 Importance of workers relation to influence HRM decision-making
In order to stimulate long term efficiency and productivity of company it is essential for
management to maintain positive working relationship with their employees. Marks and Spencer
effectively considered employees as their most important part as they are the major source of
their high turnover (Marchington, 2016). Mentioned below there is some importance of
employee relation that helps in decision making process:
Profit maximization
Healthy and sound relationship with workforce lead towards high rate of productivity of
an company. Marks and Spencer manager take advantage of different types of Strategies and
policies with the help of which they faster smooth relationship with their employees. It further
helps company to retain their employees for long-term and increase efficiency of overall
outcome of company. This factor affect HR decision making process if there is a rise in profit of
company then employees demand for more benefit. Thus, it is essential for HR managers to
formulate numerous strategies in relation to reward.
Increase in sale
Formative relationships with management and employees effectively lead company
towards high rate in sales margin. Marks and Spencer perform their operation in retailing Sector
Thus, they ensure that company have healthy relationship with the workforce as they helps
company to satisfy their customers’ needs in a best possible way. If it is talked about its impact
upon HRM decision, than if the sales is increasing, it is may be possible that staff members
would start demanding for incentives. Here, it will be required for HR managers to make
alterations among their incentive policies so that demand of staff members can easily be fulfilled.
P6 Key element of employee's legislation and it's impact on decision-making process of HRM
It is essential for an organisation to perform their functions by taking care of all
legislations related to employees within their workplace. United Kingdom governing bodies laid
down new set of rules and regulations which is essential for each and every company to abide.
Marks and Spencer manager make sure that their company follow each and every laws and
regulations in order to continue their functions in sound way. Mentioned below there are some
laws that are considered by Marks and Spencer:
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Equality act, 2010
This act states that organisations save themselves to discriminate any employee on the
basis of their colour, gender, nationality and caste in order to ensure effective functioning.
Equality act protect right of workers within a workplace and helps them to have healthy and safe
working environment. This act was adopted by Marks and Spencer managers in order to
effectively secure equality right of each and every individual in their organisation. This further
helps company to increase confidence within their employees and generate feeling of equality
among them which further stimulates high and productivity of organisation. It impacts on HRM
decision making as it lead manager of company to effectively complaints of this law on every
structure as to benefit each and every employee and increase its loyalty.
Occupational safety and health act 1970
This act was formed in the year 1970 it states that it is essential for each and every
organisation despite of their size to provide healthy and safe work environment (Chelladurai,
and Kerwin, 2017). This Act was implemented by Marks and Spencer managers as to provide
best effective and healthy work environment to their employees. It helps company to stimulate
sense of security among their employees. Company ensure that each and every work unit have
proper Healthcare it in order to save their workers from any hazardous situation. It helps Marks
and Spencer to create sense of loyalty among their workers which further simulates healthy
relationship between them and increase organisational productivity. This law impacts on HRM
decision making as HR manager ensure that this law effectively implements within organisation
as to satisfy large base of workers.
Approach to employee relation and employee engagement
Employee relations and employee engagement are two aspects that are found to be
inherent in the organisational culture of Marks & Spencer. Regular feedbacks are taken by
management from staff regarding their work and other related aspects such as working
environment. further, brainstorming sessions are constantly arranged within the premises of
M&S in order to accumulate a large number of views and ideas and recognise the most effective
and feasible ones. This develops a sense of empowerment among employees and also tends to
foster a sense of employee relations as they are given opportunities to flourish and get engaged in
the key business decisions and strategic course of actions. Further, Marks & Spencer is a flexible
organisation that offers flexible working practices such as flex time, job sharing, leaves and
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sabbaticals, telecommuting, compressed work week. All of these are specially being followed
within the premises of Marks & Spencer so as to retain the existing employees and to gain the
attention of applicants who apply for a job role within the respective corporation. This facilitates
the entity to develop a culture whereby employee engagement and employee relation are
complimentary to the accomplishment of organisational goals.
TASK 4
P7 Application of HRM practices
JOB SPECIFICATION
Job Details
Post: Sales Executive
Company: Marks and Spencer
Job Purpose
Influence and pursue consumers to make them buy company products and services. Formatively
maintain satisfaction of consumers and effectively demonstrate services and products to
customers via emails, direct messages and phone calls.
Roles and Responsibilities
 Formation of strategies related to sales and distribution along with regular participation
in sales meetings.
 Build positive relationship with customers in order to strengthen their loyalty base
towards company.
 Formation of sales report and offer solutions to customers for any related query.
 Engagement in the process of evaluating prevailing market trends and conditions.
JOB OFFER LETTER FOR SALES EXECUTIVE
Name: Edward Cullen
Address: 17, Court Road, England
Dear Edward Cullen,
We are pleased to inform that you are selected for the role of Sales Executive in Marks and
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Spencer sales department. Roles and responsibilities of the same are classified below:
JOB DUTIES AND RESPONSIBILITIES
 Constitution of strategies related to sales and distribution.
 Healthy and positive relationship with customers in order to generate their loyalty
towards organisation.
 Engage in regular sales meetings.
CONTRACT INCLUDES
(A) Reporting: Report to Jackson Marshal appointed in sales department as supervisor.
(B) Work Hours: 9 am to 5 pm.
(C) Basic Salary: 6000/ yr + Incentives as per according to job performance.
(D) Compensations and Benefits: Health care, Group insurance, Meal card, HRA and
Transportation.
We are looking forward to have you as a crucial part of Marks and Spencer family. Your role in
company will start from 1 June 2019.
Congratulations
Thanking You.
From Marks and Spencer
( Katherine Patron)
Marks & Spencer HR manager by effectively considering digital technology as an
essential tool can increase company sales margin (Budhwar and Debrah, 2013). There are
numerous social media platforms on which company can promote its products and services along
with job requirement. This helps them to reach out to maximum number of individuals.
Preparing documentation of Preparatory notes for interviews based on selection criteria
Preparatory notes are termed as a preparation that is done by a person in relation to
interview that include certain set of questions with the help of which effective evaluation of
customers can be done.
Candidate Name:
Panel Number:
Essential Criteria Notes
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Educated to degree level or equivalent
All-inclusive sales executive experience in a
related field
Applicable experience in the profile of
customer service
Efficiency in communication skills
Effective form of interpersonal skill as ability
to guide individuals
Formative communication skill in both oral
and written manner as to influence large base
of customers.
Capacity to effectively manage complaints and
issues of customers.
Desirable Criteria Notes
All-Encompassing sales executive experience
in accompanying field
Proper evaluation of needs and desire of
customers.
Awareness related to needs and actual
requirements of consumers that they want in
future.
It is known that employment legislation impact upon HRM decision making. Thus, for this it
is essential for Manager of Marks and Spencer to effectively undertake and understand all the
measure within employment legislation as to manage organisational operations in well defined
manner. For example, if any of the law related to employees are not know and followed by
company then organisation may find itself it issue and legal problem. Thus, for this it is
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important for manager of Marks and Spencer to abide all the possible and related legislation
within organisational premises as to manager day to day functions and activities in well defined
manner. It further leads towards ensuring smooth and effective management of functions which
further facilitate efficiency in HRM decision making process. In addition with this, it is essential
for manager of Marks and Spencer to have proper understanding of key aspects of employment
legislation such as workers health and safety, workers compensation and more. By considering
this, organisation can further ensure employee relation and employment legislation that further
lead towards effective accomplishment of business objectives.
CONCLUSION
As per the above mentioned report it has been concluded that, HRM is one of the most
essential element which help an organisation to increase its employee’s productivity that
simultaneous lead towards great efficiency. This report includes roles and responsibilities of HR
manager which helps them to perform their activities in best effective manner. Along with this,
report includes job specification along with offer letter which is required in each and every
business concern. Along with this, formative legislations are covered in this report which is
required to be considered by all business organisations in order to effectively perform their
functions.
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REFERENCES
Books and Journals
Alfes 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.
Budhwar, P. S. and Debrah, Y. A. eds., 2013. Human resource management in developing
countries. Routledge.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Huselid, M. A. and Becker, B. E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
López-Nicolás, C. and Meroño-Cerdán, Á. L., 2011. Strategic knowledge management,
innovation and performance. International journal of information management. 31(6).
pp.502-509.
Marchington and et. al., 2016. Human resource management at work. Kogan Page Publishers.
Messersmith, J. G. and et. al., 2011. Unlocking the black box: exploring the link between high-
performance work systems and performance. Journal of Applied Psychology. 96(6).
pp.1105.
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.
Rubery, J. and Urwin, P., 2011. Bringing the employer back in: why social care needs a standard
employment relationship. Human Resource Management Journal. 21(2). pp.122-137.
Schermerhorn and et. al., 2014. Management: Foundations and Applications (2nd Asia-Pacific
Edition). John Wiley & Sons.
Sheehan, M., 2014. Human resource management and performance: Evidence from small and
medium-sized firms. International Small Business Journal. 32(5). pp.545-570.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
Welch, C. and et. al., 2011. Theorising from case studies: Towards a pluralist future for
international business research. Journal of International Business Studies. 42(5).
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Human Resource Management Review.23(4). pp.337-340.
Ulrich, D., and et. al., 2012. HR talent and the new HR competencies. Strategic HR
Review.11(4). pp.217-222.M&S People Principles. 2019
Ulrich, D., and et. al., 2013. The state of the HR profession. Human Resource
Management.52(3).pp.457-471.
Online
M&S People Principles. 2019. [Online]. Available Through:
<https://corporate.marksandspencer.com/documents/plan-a-our-approach/mns-people-
principles.pdf>.
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