Human Resource Management Models and Theories

This assignment covers various human resource management (HRM) models and theories, providing an overview of different approaches to managing employees and organizations. The text includes references to academic articles and books on HRM, covering topics such as leadership development, knowledge management, and ambidexterity. It also touches on the digital era and its impact on human capital management. The assignment is likely related to a university course or degree program in business, human resources, or a related field.

Managing Human Capital
and leadership

ABSTRACT
Human resource management and leadership are very important for an organization to
coordinate or manage each and every activity of an organization. To lead in market organization
have to apply various models and approaches so that effective results should be accomplished in
better way. To being technologically advance organization have to adopt kinds of software
programme by evaluating their concerns in better way.

Table of Contents
ABSTRACT.....................................................................................................................................2
INTRODUCTION ..........................................................................................................................4
Discussion/ Literature review:.........................................................................................................4
TASK 1............................................................................................................................................4
Drawing an relevant HRM models, analyse approach of organization to management of its
Human resource..........................................................................................................................4
TASK 2............................................................................................................................................7
Organisation’s HR functions in relation to strategic human resource initiatives.......................7
TASK 3..........................................................................................................................................12
Critically evaluate a number of HRM software programs that are available off the shelf.......12
TASK 4..........................................................................................................................................13
Discuss characteristics of an effective leader by considering various issues............................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................16

INTRODUCTION
Organizational leadership and human resource are the most effective in which human
resource related to people who work for an organization and department that responsible for
managing resources related to personnel. On other hand leadership is an individual who
coordinate and manage each and every activity of the employees and plays important part in
decision making. This report is based on Marks & Spencer which is an British multinational
retailer, its headquarter is in London and it specialize in clothing, home appliances and food
product. This report is based on relevant HRM models and approaches to manage human
resources. It also elaborates various HR functions by relating it SHRM initiatives by
recommanding it. Further in it involves HRM software programs by evaluating characteristics of
an effective leader by considering issues to resolve them.
Discussion/ Literature review:
TASK 1
Drawing an relevant HRM models, analyse approach of organization to management of its
Human resource.
Human resource management is an important concept to manage people who work for
the organization and department accountable to coordinate or manage resources related to
employees (Armstrong and Taylor, 2014.). There are various models related to Human resource
that provides practical framework to study HRM, that are as follows:
The Fombrun Model, Harvard model, Guest model and at last Warwick model of Human
resource.
The Fombrun model:
It is the first model of Human resource and emphasise on major four functions and build
strong relationship among them (Cascio, 2015.). In major functions are selection, appraisal of
employees, development and rewards. All these functions majorly contributes in organizational
effectiveness . The adverse side of model that it only focus on four major functions of Human
resource by ignoring environmental and contingency factors of it. It is an important model that
can be avail by Marks & Spencer to manage all major functions of Human resource.
The Harvard model:

Harvard model of Human resource comprehensive in nature as it seeks towards six
critical factors of Human resource management (Bounfour and Edvinsson, 2012.). In that
factors are stakeholders, interests, situational factors, HRM policy choices, outcomes of HR and
long term consequences and at last Feedback loop. In which outputs come across directly
through organization and their major stakeholders. In case of M&S they can adopt that model to
majorly focus on above mentioned areas of improvement and give motivation to them.
The guest model:
Guest model developed by David Guest in year 1997 and it much superior in comparison
to other models. That model denote that in an organization HR manager requires some specific
strategies to aimed plan that needs practices at time of execution and then results come out (Eid
and et.al ., 2012..). These outcomes in form of behavioural, related to performance and as
financial rewards. That model focus on six important components in that HR strategy, HR
practices, Outcomes, behavioural outcomes and performance results and at last financial
consequences. It is one of most superior model as it clearly emphasis on major fields of HRM
and its inputs with outputs.
The Warwick model of HRM:
That model developed by two researchers that are Hendry and Pettigrew. As above
mentioned models centred on various dimensions Warwick model emphasise on that objects that
are as follows:
Macro environmental forces
Micro environmental forces
Business strategies
HRM content
HRM context
That model focuses on internal and external environment in which organization take place,
various processes through which changes occurs adding changes in both content and context.
Major strength of that model that it focuses on environment and its changes and role of human
resource to adopt these changes. In context of M&S while changes in internal and external
business environment they use that model of Human resource management to coordinate and
comply with changes that come in competitive environment.
Approach of an organization for manage their human resource:

While applying various models and concepts in an organization, they have to evaluate
each and every factor in through manner so that any kind of issues not arise in an organization
(Green and Roberts, 2012.). To apply various models as per the changing situations or
circumstances M&S use various approaches that at time of applying forbrun model of Human
resource that majorly focusing on recruitment, selection and appraisal of employees for that build
an effective job specification and description and select best mode of selecting candidates. For an
example to select an competent candidate for Information technology department, organization
have to build an effective job specification to select one of capable candidate that can easily give
their best in organizational development and enhancement.
While applying Harvard human resource model in M&S use approach in which interest
of stakeholders, interest of employees and various situational factors are very much important
before applying that model. In context of M&S they very much care about self interest of their
stakeholders by giving fair compensation, training and development and keep their motivation
level high so that they can give their maximum in organizational growth and enhancement. So to
apply that model organization have to analyse needs and wants of their stakeholders to give
proper motivation level to them.
At time of applying Guest model one of best approach to find out major areas of
improvement and after finding that organization have to build strategic plan and policies (Gupta
and Singh, 2014.). In that strategic plan mission, goals and objectives should be framed in
proper way so that proper plan should be framed and accurate results can be achieve. In M&S
outcomes comes in form of competitive advantage and financial stability in market place.
At time of adaptation of Warwick model of Human resource organization emphasise on
various factors in which micro, macro and strategies that are very much important to accept
changes that occurs in an organization. Before adopting changes in an organization, they have to
evaluate micro and macro environment and gaps between them and after that bring out proper
measures to eliminate these gaps in proper way.
From the above discussion it has been summarised that organization have to adopt
various changes as per the environment to remain always competitive into marketplace. To reach
out desirable outcomes organization have to evaluate various factors and also compare with
potential competitors to enlarge business opportunities in effective manner.

TASK 2
Organisation’s HR functions in relation to strategic human resource initiatives.
Human resource
It is refers as a function of organisation that deal with the employees and all issue related
to employees. Human resource is a department of people that staff and operate an organisation
(Haynes, Hitt and Campbell, 2015). This department of Mark and Spencer is responsible for
solving all issues of employees such as recruiting and hiring of employee, providing
compensation and benefits for their work, on-boarding employees. Managing and providing
training to employees is also responsibility of human resource. This department focuses on
organisation developing by creating health and positive work environment.
Human resource function
Mark and Spencer human resource department handles range of various functions within
organisation. These function helps company in effective and efficient Woking which leads to
achieve in organisational gaols. Human resource play a significant role in Mark and Spencer
company in implementing effective strategies for organisation. This department create and
develop strategies initiative plans for successful run and growth of respective company. Human
resource functions is a backbone for Mark and Spencer presence in market. Key element
function of Mark and Spencer company is recruitment, selection, training and development,
performance management of employees. These function are explain below with details.
Recruitment
This function of human resource refers to attracting and stimulating more and more
candidates to fulfil vacant position of organisation (.Hunt, 2014). Recruitment is a process of
finding, and hiring candidates from different ways for job opening in organisation. Mark and
Spencer recruitment team works to hire best qualified candidates with required skill set and
ability to perform job. This team tries to attract large number of candidates from various sources
so that company have better choice for selection and vacant position can be filled timely and cost
effective manner.
Types of recruitment
Mark and Spencer majorly use two types of recruitment methods that is internal and
external. Both of these two methods have their own advantage for organisation (.Leitch,
McMullan and Harrison, 2013.). This company should use strategic initiative in attracting and

hiring employees, so that they can better choice in recurrent process than its rival company. By
hiring great talent than competitors it is directly beneficial for Mark and Spencer to get better
position in market. Different sources used by Mark and Spencer for recruitment are:-
 Internal sources – These sources of recruiting candidate for job opening is take place
within organisation. Hiring a candidate who is current working in same organisation can
be selected by promotion or transfer of employee; upgrading or demotion in position of
employee, referenced employees by other employee.
 External sources - Mark and Spencer use this sources for attracting candidate outside
organisation. This may leads to hiring skills which are not presently available in
organisation. Different sources of external recruitment is advertising of job requirement,
campus recruitment, placement agencies and consultancies, employment exchange or
labour contactors.
Selection
This is process which can be refers as selecting right people at right time for right place
or position (Masa'deh, Maqableh and Karajeh, 2014). Selection process of Mark and Spencer
includes selection and shortlist of candidates from large pool of applicants. This is very crucial
step in fulfilling vacant position of company as it required high skill to identify and short-listing
right candidate. Mark and Spencer create proper plan and requirement before selecting any
candidate.
Selection process
Mark and Spencer follow proper process of section to hiring effective and efficient
employee in company.
 Preliminary interview – It is also refer as screening interview. Mark and Spencer
selection team will check basic details like academic qualification, skill set, interest in
working.
 Receiving applications – Those candidates who are not eliminated in preliminary round
they will required to fill application form of Mark and Spencer.
 Screening applications – when application is received selection team will carefully
examine and analyse application and eliminate those who does not fit with requirements.
 Employment test - Mark and Spencer selection team conduct several test such as
intelligence tests, aptitude test, psychological and personality test.

 Employment interview – Employees who clear employment test are invited for personal
interview. In this in depth interview is taken by expertise to evaluate and analyse best
suitable candidate.
 Checking reference and medical examination – Selected employees reference is
checked and medical test is conducted to check their fitness.
 Final selection – Those employees who got selected will get offer letter form human
resource team of Mark and Spencer.
Human resource development
This is framework for helping organisation to understand need of training and
development of employees (Mobley, Wang and Li, 2012 ). Mark and Spencer needs to provide
training and development to employees on regular bases. Human resource development includes
opportunities for employees to improve their skill set and ability to perform job.
Methods of training and development
Mark and Spencer use various methods to train its employees. Major methods used by
company can be classified into on the job training and off the job training.
 On-the-job training – It is refer as methods used by respective company to train
employees while they are working in organisation (Noe, R.A.,and et.al ., 2017.). Mark
and Spencer use this methods so that employees can learn job by actually performing it.
Methods used in this are job rotation, job instruction, committee assignments, internship
training. By this training employee can identify keep elements in needed to perform a job.
For learner workplace is a learning centre and can get real time practice of job by actual
performance with expertise.
 Off-the-job training – These methods includes case study, role play, grid training,
lectures, conferences etc. This methods will help trainees to concentrate only on training
objective. In this development of trainee without any work pressure can by done. Mark
and Spencer can use this training method as providing training at distance will help
employee by not getting disturb from job related troubles. During this method trainer can
provide huge amount of information over a short period of time and help in saving time.
Performance management
It is a continuous process to identify, measure and develop performance of each and
every employee of Mark and Spencer company. Performance management will help in

evaluating work done by employees (Renz, 2016.). This evaluation will help to give clarity
about performance of workforce by comparing expectation with employee to actual work done
by employee. Performance management will help company to measure each individuals
contribution in achieving objective of organisation.
Tools and techniques of performance management
Mark and Spencer use various tools and techniques for evaluating and managing
performance of their employees.
 Key performance indicators (KPIs)- company can use key performance indicators
(KPIs) and metrics to measure how well organisation, projects and individuals are
performing. This will measure performance with key indicators that is related to strategy,
goals and objectives.
 360 degree feedback-Mark and Spencer can use 360 degree feedback to analyse
performance by taking feedbacks. To evaluate correct performance feedback is taken
from employees supervisor or manager, direct reports, peers, customers, suppliers, clients
and so on.
 Management by objective – In this methods some objective and goals are set by
employer or manager. Management by objective is very less time consuming methods.
This methods will help employee to perform better as they are well aware of objective
and give best to achieve goals.
 Rating scale - Mark and Spencer can use this method supervisor rate employees on
bases on their performance (Shields and et.al ., 2015.). Rating is given to all employees
according to work done in achieving pre-determined objective and expectation to meet.
Employees are evaluated on bases of their skill, team work, communication skills
contribution etc. and complete rate is given on these scores.
Human resource function strategic initiatives
These activities consider people and employees of organisation as primary assets.
Human resource strategic initiative create and plan with motive of use these asset in most
appropriate manner (Stahl, Björkman and Morris, 2012.). By using such initiatives Mark and
Spencer can do optimum utilization of human resource and plan to function all activities of
organisation that help in achieving organisation business goals.
Strategic initiative in recruitment function

Currently major issue for Mark and Spencer is that it is not able to attract and influences
required candidates to apply for job (Thompson and Gregory, 2012.). To overcome this Mark
and Spencer have to use strategic initiative in its recruitment process and methods. This will help
company to gain a significant competitive advantage over it competitors. Employees of Mark
and Spencer play a very important role in achieving goals of organisation, so hiring better and
well qualified staff with high skill set and ability to complete given task will leads to get
competitive advantages over rival company. Mark and Spencer team can recruit from various
alternative online social sites where they can have glimpse about candidate work.
Strategic initiative in selection function
Selection process include selecting right candidate for right place. But it is quite difficult
for identifying specific skill set, qualities and knowledge required or desired by respective
company which is necessary for vacant position. Mark and Spencer can make proper plan with
well defined requirement for job opening. Company can take initiative for selection only whose
candidates who have specific degree or certificate to perform vacant job with desired personal
qualities and other moral or ethical standards.
Strategic initiative in training and development
It is very important to take strategic initiative in training and development of employees
of Mark and Spencer. But organising and implementing training and development program is
very costly and time consuming. Company can take initiative of providing proper induction
training to new joined employees. This will help new employee to get better understanding of
company, its working process, rules and regulation polices to be followed by each and every
employees. Company can also use online training by learning management portals. In this Mark
and Spencer can make and upload videos or content on regular bases or some special constant
whenever required. Employees can watch and learn from that. This type of training can include
technical and non technical training videos on E-learning portals. It consume less time and also
cost effective for company.
Strategic initiative in performance management
Measuring and evaluating performance of employees is very sensitive topic and required
lot of skills and experience. Mark and Spencer employees are not satisfied with their
performance evaluation. They feel performance management of company is biased and they are
not convinced with performance management system of company. For this Mark and Spencer

can develop in company performance management software. Company can develop a software
which records each and every work activities done by employees (.Morley, Heraty and
Michailova, 2016. ). This software can fairly evaluate every task and activity of employee with
expectation from employees and provide end result of performance performed in company. This
strategic initiative taken by Mark and Spencer build trust and loyalty from employees for
appropriate evaluation of their performance.
TASK 3
Critically evaluate a number of HRM software programs that are available off the shelf.
For an organization Technologically advancement are very much potential to lead in
market place, in case of M&S which is an market leader and avail various kinds of software to
eliminate problems that they face while recruiting candidates in organization, select competent
staff members in organization and at time of providing training and development to them
(Turner, Swart and Maylor, 2013). In that aspect proper usage of various kinds of software
programmes are available in market that gives various facilities to amend system of organization.
There are various software programmes that proved beneficial for organizational growth and
enhancement that are as follows:
BambooHR:
It is one of most effective kind of software program because it possess comprehensive
nature and set of Human resource management features to lead in market. That tool helps in
payroll administrator, management of benefit and tracking attendance of employees and helps to
evaluate their performance in sequencing manner. That software responsible for handle various
kinds of HR responsibilities in effective manner and come from advance functionalities from
employees in self services and reporting to grow business in effective manner.
Zoho people:
Zoho People is an best HR platform that helps to organization to coordinate operations of
employees in which includes records related to activities, time and leave details so that any kind
of misunderstanding can not create in organization (Thompson and Gregory, 2012.). It helps in
build HR work flow in fast pace and in simple way to organize each and every activity in
effective manner. With the help of it employees can effectively reach at their personal

information and details by accessing their own portal. The major concern behind that software
that sometimes due to not proper maintenance it fails and data also lost from it.
Kitaboo insight:
Kitaboo insight is an effective and intuitive interface training software that create and
develop mobile first training to employees (Masa'deh, Maqableh and Karajeh, 2014). It is an
cloud based platform that connect through candidates by audio, video and images, hyperlinks in
effective manner. With help of it organisation can be able to use gamification, assessments and
demos of products, simulations and many more options to give best training to employees.
From the above discussion it has been summarised that organisation have to adopt
various kinds of software that helps in keep their record in safe and secure. In case of M&S at the
time reach at time and not proper recording of their information create dissatisfaction in
employees and that hinders self interest of organisation. In that case M&S have to adopt
BambooHR software that helps in keep record and tracking their each and every activity and
when candidates come for interview it helps in tracking their functionalities so that M&S can
select best candidates out of them.
TASK 4
Discuss characteristics of an effective leader by considering various issues.
Leadership is art of motivating and inspiring group of people to achieve common goals
and objectives. They direct or coordinate workers and colleagues by a systematic strategy as per
organisational needs. There are various characteristics of a leader that helps to coordinate each
and every activity of an organisation. To develop potential skills and abilities in an individual
organisation have to focus on enhance abilities of an individual to develop some capabilities and
qualities to enhance potential skills of an individual.
Characteristics of an effective leader:
Communicate effectively:
One of the most important characteristics of an leader is to clearly communicate in
concise and tactful manner that is a crucial leadership skill. In context of M&S their leaders
properly communicate with HR department to deliver right kind of knowledge and information
about needed skills and method to select them in right way. With help of that leadership

characteristic organisation can select best and potential candidates and easily gain competitive
advantage in marketplace.
Lead by example:
As an leader one of most important characteristic to build credibility and gain respect in
from to their subordinates to set an perfect example. They demonstrate behaviour that give
motivation to follow in effective manner (Turner, Swart and Maylor, 2013). For an example if
M&S face problem of lack of skilled staff members at that time role of leader proved crucial, at
that time leader access areas in which training and development required and after that select
candidates who requires training to solve out problem.
Recognize success:
The one of most effective characteristic of an leader is to recognize frequently and
consistently habits and tactics of people that inspire others in effective manner. It also helps to
motivate so that they can deliver their best outcomes for organisation. When employees stretch
themselves and contributes a lot at that time, it is the responsibility of a leader to give valuation
and appreciation to their employees. In context of M&S when their employees feel demotivated
at that time leader give appreciation by many ways such as rewards, performance appraisal and
many more.
Make hard decisions:
To become an effective leader, capabilities to taken fast and effective decisions from
limited knowledge and information proved critical for them (Renz, 2016.). In that case tough
decisions by determining goals and objectives is an detrimental task. So the role of leader in that
situation is to make alternatives and after evaluating pros and cons of circumstances and take
responsibility of it and follow in effective manner. To become a resolute and confident decision
maker an leader can capitalize kinds of opportunities and lead in marketplace.
So all are the major areas in which a leader have abilities and skills to become competent
in organisation and gain competitive advantage. So all are crucial steps and factors to become
effective in market. In case of M&S they have to have to build leadership qualities in people so
that they always lead in market and gain competitive advantage in effective manner.
CONCLUSION
From the above report it has been summarised that Human resource and leadership are
very much crucial for an organization to manage or coordinate each and every activity.

Organization to gain competitive advantage have to adopt kinds of models and approaches so
that systematically every works and procedures should be optimized. In order to firm with the
helps of software can provides products and services in unique way so that they can beat their
competitors in better way. With leaders plays very crucial role to solve various problems that
arise in an organization.

REFERENCES
Books and journals:
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bounfour, A. and Edvinsson, L., 2012. Intellectual capital for communities. Routledge.
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
Eid, J.,and et.al ., 2012. Leadership, psychological capital and safety research: Conceptual issues
and future research questions. Safety science. 50(1). pp.55-61.
Green, D.D. and Roberts, G.E., 2012. Impact of postmodernism on public sector leadership
practices: Federal government human capital development implications. Public
Personnel Management. 41(1). pp.79-96.
Gupta, V. and Singh, S., 2014. Psychological capital as a mediator of the relationship between
leadership and creative performance behaviors: Empirical evidence from the Indian
R&D sector. The International Journal of Human Resource Management. 25(10).
pp.1373-1394.
Haynes, K.T., Hitt, M.A. and Campbell, J.T., 2015. The dark side of leadership: Towards a mid‐
range theory of hubris and greed in entrepreneurial contexts. Journal of Management
Studies. 52(4). pp.479-505.
Hunt, C.S., 2014. Managing human capital in the digital era. People and Strategy. 37(2). p.36.
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leadership: The role of human, social and institutional capital. British Journal of
Management. 24(3). pp.347-366.
Masa'deh, R.E., Maqableh, M.M. and Karajeh, H., 2014. A theoretical perspective on the
relationship between leadership development, knowledge management capability, and
firm performance. Asian Social Science. 10(6). p.128.
Mobley, W.H., Wang, Y. and Li, M. eds., 2012. Advances in global leadership. Emerald Group
Publishing Limited.
Noe, R.A.,and et.al ., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Renz, D.O., 2016. The Jossey-Bass handbook of nonprofit leadership and management. John
Wiley & Sons.
Shields, J., and et.al ., 2015. Managing employee performance & reward: Concepts, practices,
strategies. Cambridge University Press.
Stahl, G.K., Björkman, I. and Morris, S. eds., 2012. Handbook of research in international
human resource management. Edward Elgar Publishing.
Thompson, C. and Gregory, J.B., 2012. Managing millennials: A framework for improving
attraction, motivation, and retention. The Psychologist-Manager Journal. 15(4).
pp.237-246.
Morley, M.J., Heraty, N. and Michailova, S., 2016. Managing human resources in Central and
Eastern Europe. Routledge.
Turner, N., Swart, J. and Maylor, H., 2013. Mechanisms for managing ambidexterity: A review
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332.
Online:

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