Importance and Major Practices of Human Resource Management

This report discusses the importance and major practices of human resource management (HRM) in companies. It highlights how HRM helps companies gain a competitive advantage and maximize employee performance. The report also includes a case study of Marks & Spencer, a global company, and the challenges faced by HRM on a global level. The three most important practices for Marks & Spencer are training and development, reward management, and employee engagement.

Int. HRM

Table of Contents
Introduction....................................................................................................................................3
Main body.......................................................................................................................................3
Importance and major Practises of human resource management...............................................3
Conclusion......................................................................................................................................6
Reference........................................................................................................................................7

Introduction
Human resource management is an strategic approach to the effective management of the people
and employees who are working within the company. it is one of the most important Department
of the company who helped to identify the skilful and talented employees who can help company
to grow effectively within the market. the practise is run by human resource management are
helpful for their business to gain a competitive advantages and maximise the employees
performance in service of an employers strategic objectives.
This report will cover case study of Marks & Spencer Were operating their business on global
level and having a good reputation in international market. This report will explain the
importance of hrm functions. this report will also provide three major functions that help
company to achieve success in the global market Help company to take competitive advantages
within the market where they are operating their business.
Main body
Importance and major Practises of human resource management
Humans resource management of the company plays various practises to make company
effective and provide them competitive advantages within the market. various practises of the
human resource management include training and development, reward management,
performance appraisal, recruitment and selection, Employees engagement. This all practise Are
necessary for the global businesses like Marks & Spencer. This all practises are useful for both
employers and employees who are working within the organisation. Employee can be more
effective through this practises Anne become more productive, on the other side employer get
benefits becausr their organisation grow effectively within the market and they take competitive
advantages.
Key issues faced by human resource management on the global level
There are various challenges are faced by the human resource management of the Marks &
Spencer On the global level like-
 Controlling the workforce environment, on the global level it is not easy for the human
resource management to control and manage employees becausr, on the global level
people come from the various culture, speak different languages and wear different

clothes etc. It is necessary for the hr manager To engage employees with each other so
they can help each other in work.
 High work pressure – On the global level the work level of the human resource
management increase. Marks & Spencer is in global organisation who are having a
various stores in various places. every store require a number of employees who can
work on their stores that increase the work pressure on the human resource Department.
 Various policies- On the global level it is required by the business to follow the various
policies of the particular government. Marks & Spencer Stop reading their business in
various markets it means that the company have to Mac policies according to the country
and they have to follow all the policies and regulations by the government. it is
responsibility of the human resource management to make policies so they can ran their
business effectively without any problem.
Three most important practises that is important for the Marks & Spencer on the global
level are –
Training and development
Training and development practises are most important part of the organization and that is
important for the HR manager of the Marks & Spencer to provide continuous training because
this company is working on the global level and it is necessary for companies managers to
provide training and development to improve the skills of the employees get higher benefits.
training and development provide motivation in employees and also develop new skills that help
them to be more effective and productive within their work and they are able to help Co by
achieving their goals and objectives. On the global level it is necessary for the Marks &
Spencer to have effective workforce who can do quality work for the company and satisfy the
needs and demand of customers I providing them quality services. service level of the company
increase at the global level and they have to be more productive and qualitative to take
competitive advantages. training and development is effective practises run by the human
resource management , make And employees more skilful and talented. It is necessary for the
human resource management of the company to provide a skill based training that can be
beneficial for employees as well because they will get chance to improve and develop new skills
which will help them to plan their career or make their career more successful.

Reward management practises
Reward management practises Or another most valuable practise is run by the human resource
Department. Reward management are the practises that helps to increase the potential and
effectiveness of the employees and make them more sufficient to do their work and they can
work in less time. Marks & Spencer HR manager Also have been set reward management
policies at their workplace. Employees how to achieve the set targets to get the extra benefits for
their work. to achieve the set targets employees put more effort that make company more
effective. Employees put their more effort within the task if they are getting any financial
rewards for their work, individual employees who are working without any reward are
ineffective and they do not give their best but when they get financial reward they give their
100% within the task and make it more effective. the rewards they can use to satisfy their
financial needs and basic needs. if rewards are included with their salaries which can we use to
satisfy their basic needs of daily life. Companies like Marks & Spencer are global brands who
are having a huge reputation within the market and they also get higher pressure from the
competitors. On the regional level competition is less but on the global level competition expand
and Company meet with the various competitors on the global level. it makes necessary for the
Companies on the global level to provide rewards to make their work more effective and they
can satisfy the customer needs before any other form can. Rewards management practises are
helpful to achieve the companies objectives and they can able to increase their probability and
they can also provide work to the client on less time.
Employee engagement
While all departments throughout the company can and should execute various employee
engagement measures, HR departments are particularly vital for employee engagement
approaches to be successful. The impact of employee engagement on employee retention, as well
as wellbeing and productivity, is something which HR departments must keep at the forefront of
their initiatives. There are five key roles that every HR department should fulfil when it comes to
improving employee engagement.
Marks & Spencer Is global based company and it is necessary for the company to have employee
engagement to take community advantages within the market where they are operating their
business, human resource management of the company is responsible to create engagement

through the various practises under it. Human resource Department of the Marks & Spencer read
group practises that helps to engage employees and create mutual understanding. In a group
practises employees can understand each other and learn their skills as well. In an every group
employees have different kind of knowledge and skills that they share with each other and make
each other more effective within their work. This create good understanding and relationship
between them and help them to take competitive advantages for the Marks & Spencer. It is
necessary for the human resource management of the company to provide a skill based training
that can be beneficial for employees as well because they will get chance to improve and develop
new skills which will help them to plan their career or make their career more successful.
employing management have various benefits for the Marks & Spencer, It makes employees
more effective in their work and they can develop new skills in themselves. It also improved the
workplace environment of the company an employees enjoy working with each other. Implies
engagement also help company to achieve their goals and objectives becausr in our team they
work more effectively Anne individual employee take time but in a team they can work more
effectively an in less time. This all practise Are necessary for the global businesses like Marks &
Spencer. This all practises are useful for both employers and employees who are working
within the organisation. Employee can be more effective through this practises Anne become
more productive.
Conclusion
As per the report has been covered case study of Marks & Spencer who are Operating their
business on global level and having a good reputation in international market. This report has
been explained the importance of Human resource management functions and key Challenges
faced by this Department on the global level. this report also has been provided three major
functions that help company to achieve success in the global market and Help company to take
competitive advantages within the market where they are operating their business. It has been
Included practises like training and development, actresses and employees engagement practises.

Reference
Books and journals
Kianto, A., Sáenz, J. and Aramburu, N., 2017. Knowledge-based human resource management
practices, intellectual capital and innovation. Journal of Business Research. 81. pp.11-20.
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.
Mousa, S. K. and Othman, M., 2020. The impact of green human resource management practices
on sustainable performance in healthcare organisations: A conceptual framework. Journal of
Cleaner Production. 243 .118595.
Santhanam, N., and et.al., 2017. Impact of human resource management practices on employee
turnover intentions. Journal of Indian Business Research.
Rubel, M. R. B., and et.al., 2018. High commitment human resource management practices and
employee service behaviour: Trust in management as mediator. IIMB Management Review.
30(4). pp.316-329.
Azeez, S. AA., 2017. Human resource management practices and employee retention: A review
of literature. Journal of Economics, Management and Trade. pp.1-10.
Ling, F. Y. Y., and et.al., 2018. Human resource management practices to improve project
managers’ job satisfaction. Engineering, Construction and Architectural Management.
Acquah, I. S. K., Agyabeng-Mensah, Y. and Afum, E., 2020. Examining the link among green
human resource management practices, green supply chain management practices and
performance. Benchmarking: An International Journal.

Aktar, A. and Pangil, F., 2018. Mediating role of organizational commitment in the relationship
between human resource management practices and employee engagement. International Journal
of Sociology and Social Policy.
Salas‐Vallina, A., Alegre, J. and López‐Cabrales, Á., 2020. The challenge of increasing
employees' well‐being and performance: How human resource management practices and
engaging leadership work together toward reaching this goal. Human Resource Management.
Oluwatayo, A. A. and Adetoro, O., 2020. Influence of Employee Attributes, Work Context and
Human Resource Management Practices on Employee Job Engagement. Global Journal of
Flexible Systems Management. 21(4). pp.295-308.
Lim, S., Wang, T. K. and Lee, S. Y., 2017. Shedding new light on strategic human resource
management: The impact of human resource management practices and human resources on the
perception of federal agency mission accomplishment. Public Personnel
Management. 46(2). .91-117.
Elrehail, H., and et.al., 2019. Employee satisfaction, human resource management practices and
competitive advantage. European Journal of Management and Business Economics.
Nieves, J. and Quintana, A., 2018. Human resource practices and innovation in the hotel
industry: The mediating role of human capital. Tourism and Hospitality Research. 18(1). pp.72-
83.