Human Resource Management Report

This report examines the role of Human Resource Management (HRM) in Marks and Spencer, a British multinational retailer. It analyzes key HRM functions, including recruitment, selection, training, and employee relations, and evaluates their effectiveness in enhancing organizational profitability. The report also discusses the importance of employee relationships in influencing HRM decision-making and explores the impact of employment legislation on HRM practices. Desklib provides past papers and solved assignments for students.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
P.1 Purpose and the functions of HRM.......................................................................................1
P.2 Strengths and weaknesses of different approaches to recruitment and selection.................2
P3 Description about the benefits of differ HRM practices within enterprise for both employer
and employee..............................................................................................................................4
P4 Evaluation on the effectiveness of HRM practices in terms of enhancing the organisational
profitability..................................................................................................................................4
P 5. Analysing the importance of employee relationship in respect to influence HRM decision
making.........................................................................................................................................5
P 6. Key elements of employment legislation and the impact it has upon HRM decision-
making.........................................................................................................................................6
P 7. Application of HRM practices in a work-related context, using specific examples............7
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................9

INTRODUCTION
Human resource management is a function of company which recruit, select, impart
training and development to the employees of the company. In this present report Marks and
Spencer has been chosen for assessment. M&S is a British multinational retailer whose
headquarters is in London, United Kingdom. Organisation has operating income of £690.6
million. This report will focus on Strengths and weaknesses of different approaches to
recruitment and selection. In addition to this, benefits of differ HRM practices will be covered in
brief. Other than this, importance of employee relationship in respect to influence HRM decision
making will be discussed in detail.
MAIN BODY
Overview of organisation
P.1 Purpose and the functions of HRM
Human resource department is the lifeblood of the organisation which plays major role
of recruiting, selecting of employees. Other than this, HR of the company has the duty to provide
training and development to the employees of the company. Below are the major function of
Human resource department of the Marks and Spencer.
Functions of Human resource management
 Recruitment and selection: It is a process where the new people are being interviewed
by the Human resource department of the company (Guest, 2017). After that the one
fulfils all the requirement of the vacant position will be hired for the organisation. This
will help in getting the best employees for the company as per there knowledge and
qualification.
 Managing conflicts: It is the duty of human resource manager to solve any conflict that
arises between the employees or among employer and employees. HR listen to both the
parties and give solution which is right and not biased on any way.
 Training and development: It is a function of human resource department where they
provide training for the work the new joinee needs to perform in the organisation
(Brewster, 2017). It is also carried for enhancing the skills and ability of the employees
so that they can perform more effectively.

 Maintaining good working conditions: It is the major function of HR to provide best
working condition so that employees can contribute maximum to the organisation. It is
done by way of motivating and providing appraisals to the employees.
Purpose of HRM :
Human resource department is established to make the most effective use of resources
and recruit the best employees for the company. Along with this, the major reason behind the
establishing the human resource department is to promote the culture of company and give best
training to employees of the organisation (Ejiogu and Ejiogu, 2018). This department also
prepare salary slips of the employees and give appraisals according to the performance of the
workers.
P.2 Strengths and weaknesses of different approaches to recruitment and selection
Recruitment is a process where potential candidates are hired for the vacant position in
the company. This process can be carried out by two ways which are as follows:
Internal recruitment: This is the process where the candidate for vacant position is hired from
inside the company and the same can be done through promotions and transfers. It is a cost
effective method and also promotions always boost up the motivation of the employees.
Advantages of internal recruitment-
 This process of recruitment helps to enhanced the morale and retention in which
employees sees the reward and advancement for a job well done.
 The one of major advantage is that it involves less paperwork and there is no requirement
to issues new passwords, keys, tax paperwork and insurance.
 There are number of chances to the internal employee in terms transition into the new
role with the minimal downtime.
Disadvantages of internal recruitment-
 This is process that involves the lack of diversity of a bringing background on the
variance as background, gender, age and ethnicity into the workplace.
 The enterprise do not receive the fresh talent. Therefore, they do not have innovative
ideas that can leads to bring better and efficient operations.
External recruitment: This is the way where the candidates are hired from outside the
organisation through interviews. This can be done by different sources like off campus,
newspaper or employment exchanges.

Advantages of external recruitment:
 This is process that provides the opportunity to have the fresh outlook in terms to produce
better working so that enterprise can able to stay competitive.
 By hiring the external candidates can also open up to many opportunity in order ot find
experiences and highly qualified and skilled candidates who will works as to meets its
diversity requirement in market.
 It also helps as to have fresh talent from outside can aid to encourage the sensitising
employees in terms to produce and achieve hopes for number of promotional
opportunities.
 This is helpful for the enterprise to opens the enterprise up to the larger pool of applicants
and with help of it there is enhancement in chance of finding the right person for the
suitable right job.
Disadvantages of External recruitment-
 This can also work as to put negative impact over existing employee's morale and it
impacts the chances of being promoted.
 It is term that also takes times to train the external candidate to get up and facilitate the
things in better mode.
 This is the function that take longer time and it also involves huge cost in hiring the
individual from outside the enterprise.
Selection- This can be termed out as negative process, in which number of selected
candidates are fewer than number of recruited applicants (Nadiv, Raz and Kuna, 2017). Thus,
main aim is to picking the right candidate and with the help of perquisites capabilities and
qualification. It is process that is quite lengthy and also complex as it involves the number of
formalities so that things can be done in efficient mode.
P3 Description about the benefits of differ HRM practices within enterprise for both employer
and employee
The human resource management plays the vital role in order to conduct the better
planning, organising and working the things in the better and efficient mode (Singh and et.al.,
2017). Thus, Mark & Spenser faces the number of beneficial aspects about the HRM practices

within the enterprise. Human resource professional assess the candidates to perform their job in
the better and efficient manner. Thus, it has been defied in the following context as are-
 Promotes the positive behaviour- The successful enterprise creates the positive working
environment and this kind of practices leads to employees keeps happy and productive.
The HRM practices reinforce and reward desired employees behaviours. This kind of
tactics of managing the employees will fit into the company culture.
 Developing employees- The better and effective HRM practices leads to encourage the
employees and also works as to contribute to the firm intellectual assets. This is one of
term that helps to facilitate the working of enterprise in the better manner.
 Building of flexible workplace- The HRM practices works as to shifting the demographic
in the workplace. There are number of the older workers and employees with benefits
effects the working of the enterprise in the huge context. This is the term that works as to
provide flexible workplace, inclusion of attractive design of work, composition of teams
and work locations. This kind of facilities leads to have positive impact on working of the
enterprise.
 Motivates workers- The manager of Mark & Spenser must work so as to maximise the
performance of employees and this is helpful in order to hire and promote the managers
and to manage the work in the better and efficient mode. The better HRM practices aids
to create the better and positive work environment that helps to maintain the better
operation in enterprise. The better HR practice motivates both emploees as well
employer.
 Employee relations- Human resource manager helps to conduct better relation between
employer and employees. Thus, by interpreting the better company polices and
procedures that work as to define appropriate workplace behaviour.
 Training and development- This kind of program will help to improve the sales and
provides better customer service skill. Human resource manager regularly provides
training facilities so that it can help the workers to develop the career track to pursue
future opportunities.

P4 Evaluation on the effectiveness of HRM practices in terms of enhancing the organisational
profitability.
The HRM of firm promotes innovative environment and they also motivate employees
for better facilities. This is helpful in order to enhance the productivity as well profitability of the
enterprise.
 Effective direction setting and execution- Leader and manager of the enterprise plays
essential role in terms to setting the direction, purpose, priorities, goals and roles of the
workplace. Thus, they take various initiatives in terms to lead the function of the
enterprise to superior place with profit and productivity. The leader and manager both are
the crucial in order to provide better working to enterprise.
 Team and individual goals with effective communication- This is very helpful in order to
set and attain both individuals and team goals so that one particular aim can be achieved.
The better and effective communication leads to improvise the working of employees of
Mark & Spenser and it is also helps to build the competitive brand image in the market.
 Effective rewards drive performance- The monetary reward helps to drive the
performance in well and effective manner. With the help of implementation of HRM
practices the enterprise can leads to perform its business function in satisfied manner.
 Better working environment- This is the term that leads to organise the positive working
environment so that each things can be done in the expertise mode. Thus, it is helpful in
order to leads the function of enterprise in the expertise mode. furthermore, human
resource manager plays crucial role in order to retaining the employees and to enhance
organisational performance.
 Recruitment- The HR manager of M&S should hire the capable employees so that
effective working can be conducted. It is important to conduct effective and signifgicant
job interviews for acquiring the most skill and knowledgable employees. It can assis in
developing a strong workforce.
 Training and development- It is responsibility of HR to organise various training and
development program to improve the skills and knowledge of employees it can be dine
with the help of seminars, on line job training and its contribute to effectiveness and
efficient within the enterprise.

P 5. Analysing the importance of employee relationship in respect to influence HRM decision
making.
It is very important for HRM to maintain healthy relationship with their
employees as it will help in maintaining a positive working environment in the
workplace. Positive workplace plays an important role in making more productive and
happy employees. Making an effective employee relationship will also helps in making
strategies which will help hr manager in taking various decisions regarding employee’s
retention. Getting proper involvement of employees in decision making process will help
in empower the employees and also helps in saving time as employees will effectively
share the ideas for better improvement of business. Making effective relations with
employees will help in provide several benefits to Marks and Spencer plc. Having strong
employee relationship will help in providing following benefits in decision making
process also:
Productivity: when employees are getting involved in decision making process,
they feel empowered and will help in satisfying their self esteem. this will help in
increased productivity of the employees as they are actively involving in the decision
making process of the company. It will also help the hr manager to increase in company’s
efficiency and its overall success (The Advantages of Employee Involvement in Decision
Making , 2017). Increase in responsibility will also help the employees in increasing to
take further responsibility also.
Improving Morale: when employees are getting engaged in decision making
process, it will not only help in increasing their morale but will also help in achieving the
overall morale of the company as well. the effective communication between employees
and manager, and engaging them in decisions making process will make them feels that
their ideas are valuable in making business successful. it helps them in influencing their
performance level which helps in achieving the job satisfaction towards the company.
Teamwork: effective team working helps in equal participation of all employees in
expressing their views and opinion in decision making process. This will also help in increasing
the team working spirit in organisation. Team working is also an important way in order to get
information of the employees which leads to increase in effectiveness of the good work and
performance.

P 6. Key elements of employment legislation and the impact it has upon HRM decision-making.
In every organisation, human resource department of the company has to comply with the
various employment laws that are applicable on it. Majorly there are certain laws which affect
the decision-making of the human resource department. The same are as follows:
The equal pay act: It is not legal as per this act to pay different wages to employees on the basis
of gender (Bratton and Gold, 2017) Hence, HR has to follow the same while making salary slips
of the workers and comply with the rules of equal pay act.
The civil right act: As it is the duty of HR to make decision during any conflict. So while giving
any decision HR should treat equally and should on be biased on the basis of race, colour,
religion or sex.
The age discrimination in employment act: This act came in the year 1967 which says that
people above the age of 40 should not be discriminated in the workplace. So HR decisions
should not be biased for any person.
P 7. Application of HRM practices in a work-related context, using specific examples.
While human resource carry out the work of hiring people for the vacant position. They
look for technological system which helps in attaining the work simply and faster. Here are some
ways which can be used for recruiting new people:
Social Media Recruitment: It is a process which can be used for the purpose of recruitment.
This method is taken into use instead of making use of the traditional ways so that fast details
can be taken out from the same. It is a process which helps in getting detail of CV and more
about the candidate. This process has increased 30% in overall recruitments across the world.
Tracking System of the applicant: This is the most important and helpful process of
recruitment. Here in this system recruiters select people without considering their resume and
find it most beneficial tools for the recruiters. Thus, the same process can be carried out through
different applicant tracking system.
Mobile Recruiting: This is very beneficial way for many employers to find out the best from the
many people through recruiting from mobile (Clair and Milliman, 2017). This helps the
candidate in getting a positive response from the organization.

CONCLUSION
By summing up the above report, it can be analysed that human resource management
plays an important role in order to manage the most useful resource of the organisation, its
workforce. Human resource management plays an important role in managing and organising the
employees in order to achieve their retention in company. Present report has helped marks and
Spencer plc’s Human resource management in achieving the retention of employees in achieving
their business objectives. It can be concluded from the report that HR department plays an
important role in retaining the skilled employees. It can be analysed from the report that HRM
practices that helps in increasing the productivity of Marks and Spencer plc. It can also be
concluded that there are various factors that will help in achieving effective decision making
process and different legislation that can affect the HRM practices in Marks and Spencer plc.

REFERENCES
Book & Journal
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Brewster, C., 2017. Human resource practices in multinational companies. The Blackwell
Handbook of Cross
‐Cultural Management, pp.126-141.
Ejiogu, A. R. and Ejiogu, C., 2018. Translation in the “contact zone” between accounting and
human resource management: The nebulous idea of humans as assets and
resources. Accounting, Auditing & Accountability Journal. 31(7). pp.1932-1956.
Nadiv, R., Raz, A. and Kuna, S., 2017. What a difference a role makes: Occupational and
organizational characteristics related to the HR strategic role among human resource
managers. Employee Relations. 39(7). pp.1131-1147.Guest, 2017
Singh, S. and et.al., 2017. Institutions, complementarity, human resource management and
performance in a South-East Asian Petrostate: the case of Brunei. The International
Journal of Human Resource Management. 28(18). pp.2538-2569.
Clair, J. and Milliman, J., 2017. Best environmental HRM practices in the US. In Greening
People (pp. 49-73). Routledge.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
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