individual assessment

Individual Assessment

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
A) Examine how value can be created to the firm by using HR strategies.................................1
B) Analyse the impact of regional and national culture on the practice of HRM.......................2
C) Organisation's model of employment and organisational levers used to create values.........3
D) Using Storey's 27 points of difference between HRM and personnel management as a
benchmark...................................................................................................................................5
E) Consider the importance and significance of local culture and HRM practices needs to be
undertaken in international-subsidiary........................................................................................6
F) Examine the differences in terms of employment laws when international HRM changes
local business systems.................................................................................................................6
G) Use appropriate corporate examples and literature to justify your stand...............................7
H) Recommendation to employers regarding HRM practices to ensure that the organisation
performance is high?...................................................................................................................8
CONCLUSION ...............................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resource management is a practice that is used by the business in order to manage
and control its working and performance so that higher outcomes is achieved successfully. In
support of it business has induces different strategies and initiatives so as to accomplish higher
performance and objectives. It is basically a strategic approach that is used to manage different
operation and function with perfection and effectiveness. The human resource manager has
designed and develop different strategy and policy that has maximise the working standard of
each individual in effective way. It is basically an integral part of a business and perform
planning, directing, controlling, organising and implementing different actions as in order to
accomplish desirable outcomes in timely basis. The strategies of HR is developed in order to
identifies and acknowledge the need as well requirement of business (Armstrong, 2020). In this
better values is provided to employees and in addition to this suitable action plan is developed
that is followed by each and every individual within the workplace. The following report is based
on Marks and Spencer that is a retail company with having headquartered in London, England.
The company is having specialisation in selling clothes, food and home products as most of them
in its own label. It was established in 1884 by Michael Marks and Thomas Spencer and currently
working in 959 stores along with this also offer online food delivery. The report includes
different values that is created by using HR strategies, impact of regional and national culture on
HRM practice, organisation's model used for employment, difference between HRM and
personnel management, importance and significance of local culture and HRM practice need,
difference in between employment law as per international HRM changes local business system
and recommendation about HRM practices to ensure high organisation performance.
MAIN BODY
A) Examine how value can be created to the firm by using HR strategies
The human resource manager works to motivate all the workers by which highest
possible and positive changes is attained. They get ensure that better and strong culture is
maintained so that morale and confidence in between employees is increases (Armstrong, 2019).
The primarily working of HR is to enhances better values within the persuading working and for
this provide efficient training and development. There are different ways through which HR of
Marks and Spencer created more values and it is as explained below as:
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Proving rewards: The HR of Marks and Spencer works to motivate the employee's so
that its performance is getting enhances at highest possibility. It is an initial standard through
which more values is added as employee's get appreciation and rewards on the basis of its
performance. It is used to enhance competition level by which all the employee out more effort
on continuous basis.
People and performance: HRM of Marks and Spencer manages and control success rate
and qualitative working by which excess level of performance is achieved. It is used to promote
financial performance and long term success through which individual's talent, accomplishment
and motivation is developed (Bailey, 2018). HR make suitable decision making in order to make
effectual collaboration in between offered products so that all the customers get satisfied. HR of
Marks and Spencer provide training to its employee's by which productive working is processed
and it also increases the compensation and promotion benefits.
Talent retention and acquisition: It is most basic strategy that is played by HR of Marks
and Spencer as in this they have found an individual who has better skills, abilities, capabilities,
educational qualification and attribute by which they could perform and understand each and
every function with suitability. It is the biggest responsibility that is played by HR and in this
they have recruit, attract, train, motivate, hire and retain the best workers so that performance is
processed with flawlessness. In this better job designing is developed so that right individual is
placed at right position. The HR also perform interviewing, process screening, orientation and
training, development, providing compensation program by which maximise output is
developed.
B) Analyse the impact of regional and national culture on the practice of HRM.
The HRM practices of Marks and Spencer depends on the different factors as like
providing security and safety to employee's, prominent hiring, effective team work, training,
performance development, easy accessibility of information and many others as well. The
effective and efficient understanding of culture is more needed by which diverse range of
individual is exposed so that ability of business to work satisfactorily is increases (Boon, 2018).
The culture is being promoted excellence within working on other hand it also led to enhance
ineffectiveness within communication, development of redundancy and confusion. In this the
regional and national culture has direct impact on the HRM practices of company and it is as
explained below as:
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 HR of Marks and Spencer follow a recruitment policy so as to hire more employee's and
uses in this they have uses ethnocentrism in which one's culture is superior than others,
poly-centrism in which company appoint manager in order to understand foreign culture
and behaviour, geo-centrism in which individual has apply from any place of globe.
 The selection policy of the business is varied from nation to nation as in Asia company
follows extensive selection while in US follow short selection process. In this HR tries to
be more aware about all the culture and attribute but it is also be quite difficult to
understand different language, food habits, dressing, living style and many other prospect
as well (Collings, 2018). In addition it is also required that HR select an individual who
has better skills and technicalities but for this it is essential to know the culture first and it
is challenging for HR.
 The training and development policies has been developed by the HR of Marks and
Spencer by which new recruiter easily understand the working norm and condition of
business. It is quite challenging for HR to provide training to employee's who belongs
from different culture, religion, having differ language, norms, values etc. The US public
has make interaction while distancing 6 inch or more than that while in Asian countries
people like to talk closely. In addition the gesture and selection of words on each
individual of different place is different thus it is difficult for HR to provide training.
C) Organisation's model of employment and organisational levers used to create values.
The employment model defines the role and function of HR that is performed within
systematic manner. The HR of Marks and Spencer uses standard causal model of HRM that is as
explained below as:
The standard causal model of HRM: It is an effective model that is based on the chain
process as in this business strategy is initiated and ends up by analysing the financial and
operational performance of business.
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It is a model that is used by HR of Marks and Spencer in which all the strategies and
initiative are aligned in adequate manner along with this standardised performance is achieved
by making balanced modification. HR has develop different strategy and also design its
alternatives as well so that productive changes is induced in effective manner. It includes
different procedures as like training, hiring, compensation and appraisal and it is implies in order
to attain better quality, strong engagement and sustained commitment (Crawshaw, 2020) . It is
being used to improvise both internal and external performances as like productiveness and
profitability as by considering financial advancement as like profit share and margin, return on
investment and financial turnover. It produces more values such as employee's performance is
getting advanced by which its engagement is also get enhances on continuous basis. The HR of
Marks and Spencer formulate various strategies so that productive ending is resulted in as in
terms of beneficiary outcomes. It is used to developed productive ending as in this strong
interrelation in between the different individual is addressed in effective manner. HR develops
strategy and then select the most suitable one after that control its practices so as to develop
better and relatable outcomes. In this overall performance of employee's is improved along with
this all the complex situation is revised causality that enhance effect of HRM practices. At the
end the profit standard of business is acknowledge from the financial conditions and to enhance
that it is required that adequate model of employment is uses by the business and its management
so that favourable outcome is developed.
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D) Using Storey's 27 points of difference between HRM and personnel management as a
benchmark
HRM is a basic key for success and development of Marks and Spencer as it is used to
identify requirement and acceptance of business on regular basis. Personal management
particularly reflects administrative actions that is used to maintain record of all the dealings such
as wages, salary and other benefits as well (Macke, 2019). HRM policies is being developed in
order to make effective market presence as it shows different set of activities that is utilised by
the business so as to make perfect balance within the working standard of employee's. There is a
perfect balance in between HRM and personnel management that is used by Marks and Spencer
as in state of benchmark and it is as explained below as:
BASIS Personnel management HRM
Contract In context of Marks and Spencer in
terms of personnel management careful
written contract is developed. It
provide more clarity within the
working standards and nuances that is
followed for particular period of time.
The HRM department of Marks and
Spencer works with the aim to maintain
clarity and standardised the working
beyond contract and its implication that
is addressed within the business.
Rules The personnel management is being
used to devise in order to control
importance of rules. In this every task
and actions must be clear to the
employee's and it could also be apply
the same for all (Morgeson, 2019).
Human resource management of Marks
and Spencer must have outlook to all the
different consequences that is followed
within the working and along with this
balanced level of patience is developed
through which moderate amount of
change is addressed in effective manner.
Managemen
t task
Personnel management of Marks and
Spencer monitors all the task
moderately and tries to make better
implications within the working so as
to enhance productiveness in sustained
mode.
HRM has nurture all the task as it is
more dependent over the potential and
skills of workers and in this task is
assigned to an individual who has better
sufficiency and knowledge about
specified task by which activity is
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completed within timely basis.
E) Consider the importance and significance of local culture and HRM practices needs to be
undertaken in international-subsidiary.
The HRM practices is important within the business as in this better achievement is
accomplish in timely basis. It is used by Marks and Spencer to enhance market performance and
to resolve different issues by which significant implementation in induced on continuous mode.
In this era the business is not only focused towards local workforce but along with this also
looking forward to accept global one as well (Nankervis, 2019). The hiring and firing is related
to make new recruitment or exit of prior employee's so as to develop sustainability within
working surround. It reflect sustained growth and development by which better and long term
success is achieved on repetitive basis. The hiring of local culture individual having significance
and importance that is as explained below as:
 The local candidate having much knowledge about the culture thus they could easily
navigate every problem with an ease by which higher productivity outcomes is generated
as with the decrement of financial losses.
 There is a fluency within the language so that management of local resources is being
processed with easiness and flexibility. HR of Marks and Spencer hung ups with an
individual who is native to the language that reduce the rate communication barrier. For
example, if Marks and Spencer select an individual in UK business of different place who
doesn't even flexible with language then it is not possible of them to get manage with
working and it create more complexity.
 It induces lesser cost as compared to the expected one as by hiring an individual of local
culture cut down three time cost. It actually includes costing as like relocation, cultural
and language training and it is not only bear by the company but with the family as well.
On the other hand in candidate is from similar culture than there is no need to provide
these kind of training so that higher costing is managed.
F) Examine the differences in terms of employment laws when international HRM changes local
business systems.
HRM is completely dependent over the internal factors but while considering
international HRM it is being based on both internal and external factors (Noe, 2018). It is
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usually based on effective involvement of personnel management that has shown its concern
about national and local culture. International HRM changes the local business system in terms
of management of employee's within different nations such as host, parent and third country. The
difference in term of employment law in terms of international HRM and local business system
is as explained below as: Parent country Nationals (PCN): It is a country that is not the origin or basis of business
and also be known as expatriate. If these employee's worked for 4-5 years that a risk of
“de facto” and in this the standard labour law of country is apply and followed by Marks
and Spencer. Host country Nationals (HCN): It includes the employee's of Marks and Spencer that are
worked in a foreign subsidiary of business.
 Third country Nationals (TCN): It consist of the employee's of country those are
working within the different country or at where Marks and Spencer headquartered is
organised (Olson, 2018).
The Marks and Spencer and its HRM has sampled the global employment or labour laws
that is relative to government initiative. The workers are tied up with the employment contracts
so that complication is terminated in easiest manner. Marks and Spencer in UK has manages
different laws as like “Employment right act 1996” that covers unfair dismissal, redundancy,
family leave etc. “National minimum wage 1998 that is created to provide fair wage to workers.
On the other hand in India as a Asian country has its own employment laws such as factories act
1948, Mines act 1952, Contract labour act 1970 and many others as well.
The HRM of Marks and Spencer must have ensure that they have to follow different laws
so as to provide and offer better rights to its employee's by which productive surround within the
business is promoted.
G) Use appropriate corporate examples and literature to justify your stand.
As per the viewpoint of Jane Courtnell, 2019, human resource has manage and control
different working of the business with perfection and correctness. As employee's are the biggest
asset that any company has as they helps to gain better competitive advantage systematically. It
is essential to attract and retain more employee's and for this HR encourage and motivates the
employee's so that mission and vision of business is attained with perfection and in timely basis.
HR segmented overall functions of the business such as strategic management that is used to
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proactive planning so that future need is fulfilled (Papa, 2018). The employment and workforce
planning is managed as in this recruitment, selection, exist and orientation is controlled with
better suitability. HR must have provide appropriate rewards to employee's and it is completely
dependent on its performance and productivity. The relation in between employee is managed
and for this HR formulate different strategies and policy so as to produce productive outcome.
In context of Marks and Spencer, the HR has developed the strategies on the basis of the
requirement and demand of condition through which effective working condition is promoted in
constrained mode. They have worked for to manage and control risk by making appropriate
management so that profitability is being controlled successfully (Pattanayak, 2020). The
company is working in UK and Asian country thus they have to make supplementary alternation
within the business so that all the workers felt more comfort while working and a positive
working surround is promoted. It is controlled by providing by resolving employee grievances,
managing security and safety along with this balanced level of information is circulated within
workers so that they have clarity about what to conceived.
H) Recommendation to employers regarding HRM practices to ensure that the organisation
performance is high?
The HRM practices represent development of policies and better system that influences
individual behaviour, performance and attitude in sustained manner. In addition organisation
performance is dependent on the collective effort of all the individual so that productive outcome
is developed after a particular period of time. The employer of Marks and Spencer must have
acknowledge different practices of human resource management and in this working standard is
enhances. There is few recommendation for employer of Marks and Spencer and it is as
explained below as:
 The higher performance is managed and controlled by HR as it brings consistent and
coherent so that it is easy to make profitable advantage from competitive marketplace
(Stewart, 2019). As in this employee skill and knowledge is increases by which better
commitment and motivation within the business is promoted in effective manner. It
provide better alternatives so that flexibility is attained within the practices.
 The employer develop efficiency within the working prospect and involve substantial
investment in order to increase employee capital. It is used to empower the ability by
which more opportunity is developed within workplace. In addition HR also takes
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balanced decision making that brings security among employee involvement. In this
employee of Marks and Spencer easily accept every changes and furthermore its
accessibility to attain more profit is developed.
CONCLUSION
It has been concluded from above report that human resource management is the basis
and fundamental prospect of business that is used to promote effective working of all the
function and operations. The HR strategies is being used to manage strategic approach through
which moderate amount of changes is implemented in the business. It has better impact over both
regional and national culture and it is considered while comparison with personnel management
and HRM. In addition employment laws is considered while managing both local and
international business as it ensure that organisation performance is increases.
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REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Armstrong, M., 2019. Strategic human resource management. pdf drive. Com.
Bailey, C. and et. al., 2018. Strategic human resource management. Oxford University Press.
Boon, C. and et. al., 2018. Integrating strategic human capital and strategic human resource
management. The International Journal of Human Resource Management. 29(1). pp.34-
67.
Collings, D.G. And et. al., 2018. Human resource management: A critical approach. Routledge.
Crawshaw, J. and et. al., 2020. Human resource management: Strategic and international
perspectives. SAGE Publications Limited.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production. 208. pp.806-815.
Morgeson, F.P. And et. al., 2019. Job and work analysis: Methods, research, and applications
for human resource management. Sage Publications.
Nankervis, A. and et. al., 2019. Human resource management. Cengage AU.
Noe, R.A. And et. al., 2018. Fundamentals of human resource management. McGraw-Hill.
Olson, E.M. And et. al., 2018. The application of human resource management policies within
the marketing organization: The impact on business and marketing strategy
implementation. Industrial Marketing Management. 69. pp.62-73.
Papa, A. and et. al., 2018. Improving innovation performance through knowledge acquisition: the
moderating role of employee retention and human resource management practices.
Journal of Knowledge Management.
Pattanayak, B., 2020. Human resource management. PHI Learning Pvt. Ltd..
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
ONLINE
HR Best Practices: What They Are and How You Can Implement Them. [Online] Available
through: <https://www.process.st/hr-best-practices/>.
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