Analysis of Human Resource Practices at Marks and Spencer

This report provides an in-depth analysis of human resource practices at Marks and Spencer (M&S), a UK-based retailer. The study examines the role of HR in achieving productivity and profitability, as well as its significance in decision-making and employee relations. Employment legislation is also discussed, highlighting the importance of adopting relevant acts to motivate employees and maintain positive work relationships within the organization.

UNIT 03 HUMAN
RESOURCE MANAGEMENT

INTRODUCTION
Human resource department is the best functional area which is used in different formal
systems devised for the management of people within an organisation (human resource
management (HRM), 2019). The responsible person of this department is HR manager who
responsible for three major activities staffing, employee compensation and benefits. So as that,
the present report based on HRM that will be presenting the important aspects of the department
and role to meet the company standards, for that M&S will be taking into action where study
explains in the context of company and make better appearance and goals. Assignment shows
the employment legislation within the company works.
TASK 1
1. Explaining the purpose of HR functions and their key roles and responsibilities of HR
function.
Human resource manager is responsible in dealing with issues that is related to compensation,
performance management, development of organisation, safety, wellness, benefits, employee
motivation training and many other.
HRM is highly responsible to conduct the formal environment within the company that
builds a positive working culture environment (Albrecht and et.al., 2015). HRM build small
supportive activities through a company maintained the professional working scenario. The main
core functions and their roles and responsibilities of HR manager has given below:
Staffing : Staffing is the part of hiring employees within the company as per the
company requirement. Staffing also includes some other essential activities such hiring
contractors, terminating employees etc. The HR manager is responsible to fulfil the talent needs
and also utilising various recruitment technologies to acquire a high volume of applicants.
Besides, also in order to meet out the best productive outcomes and making new approachable
results growth. HR responsible to hire the best talent for the company who makes good profit for
the company.
Purpose : The Main purpose of this HR function is to obtained, qualified and productive
employees by utilizing different sources and techniques such as through Job Advert, Online
Portals, newspaper advertisement, screening from existing applications.

Training &Development : this function connect with employees training through
employees get more skilled or knowledgable to perform task of the company. Roles and
responsibility of HR is to identify the need of training as per according to employees level. HR
responsible to organise the orientation session for new employees to explore about the company.
In which HR share company its vision, the mission, core values etc.
Purpose : The purpose of this function is to make productive team building that helps to meet
standards of M&S.
Compensation : This is the another core function for the company to make sure every
individual getting fair compensation. This is the best systematic approach in order to provide
monetary value to employees in exchange of work performed. HR manager is responsible to
recruit and retain qualified and potential employees and also in terms of increasing employee
morale.
Purpose : The purpose of this function is to satisfy the employees. It is the process to
make the best growing and developing result oriented goals to make better goals, services and
making good profit results.
Safety and Health : To secure Safety and health needs of employees is the most essential
function for HR manager at M&S (Bailey, Mankin, Kelliher and Garavan, 2018). It allows
company to gain employee motivation and better systematic approach. M&S HR manager is
responsible to ensure the workplace safety precautions in order to maintained proper safety
precautions and needs. According to that, it makes the good impression on an overall behaviour
goals and needs. This function has only one purpose is to implement the personnel management
policies to ensure that everyone in the workplace.
2. Explaining the strength and weaknesses of different approaches to recruitment and selection.
Workforce planning
Workforce planning is termed as one of the most continuous process that is used in
order to align the needs and priorities of an organisation with its workforce that helps ion
ensuring that they can meet legislative, regulatory, service and requirements of production
and also organisational objectives.
Internal Recruitment
Internal recruitment selection is beneficial for the company to minimize the additional
company cost as compare to external recruitment methods (Bratton and Gold, 2017). Internal

approach is totally rely on the internal departments or as employees have the opportunity to
change or opt their work location, etc. There are some approaches of internal method.
Transfer : Transfer is the process of internal recruitment in which HR manager shifts potential
employee from one position to another one without any kind of change in their roles and
responsibilities.
Strength
Weaknesses
Promotions : Promotion is the most common method of internal recruitment where employee
offer an opportunity to upgrade person designation in an upper manner.
Strength
 Employees are familiar with the company working conditions.
 Incurred less hiring cost.
Weaknesses
 Create conflict with other employees who does not get any promotion.
Employee Referrals : Employee Referrals is the most effective and ineffective way of learning
and leading managing task. The present employee of the company can suggest any friend or
family to the job.
Strength
 It helps to motivate employee satisfaction by referring new employees and get finders
fees.
Weaknesses
 It affects the overall situation and long lasting goals in order to meet out the best
developing effective performance.
 Decreased workplace ideas in the number of developing areas.
External Recruitment process
External sources of recruitment mean hiring people from outside the organization with
the help of some effective learning process. There are some methods of external recruitment
process.
Media Advertisement : Media advertisement is the most common and preferred source of
external recruiting. M&S can easily adopt this method with the help of Newspaper, professional

journal, give a comprehensive detail about the organisation. This helps an individual to self
evaluate himself in terms of job requirements.
Strength
 this process helps people in terms of self evaluating themselves against the job
requirements and apply for the jobs which best suits their roles and specialisation.
 Helps employees to get the best developed idea and new thoughts.
Weaknesses
 It makes HR decision more vogue and confusing to select different applicants.
Employment Exchange : This external recruitment process has run by the government
wherein the details of the job seekers such as name, education background, experiences, etc. It is
one of the best way to make the best growing and leading material goals in order to hire best
employee.
Strength : it is the best way to adopt an employee that makes this process more effective and
emerging.
Weaknesses: it involves less accuracy and lack of inefficient flexibility.
Casual Caller : This is the another way or method in which previously applied
candidates are used as a source of recruitment. The advantage of this method is that they avoid
the costs of recruiting people from other sources.
Strength :
 One of the major strength of this recruitment process is that it consumes less time in
allocating task to employees.
Weaknesses :
 Employees have no leave entitlements where employees not able to claim for its holidays
or paid time off.
LO 2
3. Explaining and evaluating the benefits of different HRM practices within an organisation for
both employer and employee.
Human resource management has number of responsibilities in order to protect interest of
both employer and employees (Brewster, Vernon, Sparrow and Houldsworth, 2016). Thus, for
employers, their relations between employees have been managed and also has to identify ways

in order to cut the cost of labour. On the other hand, for employees, their rights are been
protected by ensuring that the employers that are involved with them operate within employment
and labour law scope. Thus benefits of HRM practices has been discussed as per below context-
Benefits for employees
 Conflict resolution- The disputes that might occur within an organisation is mediated
with Human resource manager of Marks and Spencer (Stone, Deadrick, Lukaszewski and
Johnson, 2015). HR manager of cited organisation interprets various policies and
procedures and also maintain the behaviour of a particular workplace. Further, they also
try to resolve the problems that may lead to conflict and disputes in organisation.
 Training and development- this is an another responsibility that is practised by HR
manager as they lead in terms of organising such programs and also tries in order to
identify an appropriate method that may help in meeting the workers requirements in
terms of training and development. In addition to this, training opportunities must be
provided to them regularly so that workers can take advantage of building up their skills.
Benefits for employers
 Building flexible workplace- HRM practices helps employees in building flexible
workplace as workers of M&S basically expect various conditions and are extremely
diverse (Delery and Gupta, 2016). Thus, this HRM practice may impact on an employer
flexibility. Thus, the effectiveness of different HRM practices is to raise organisational
profit and productivity. Further, if organisation desire to retain employees, than they have
to provide them with flexible workplace along with schedules and assignments.
 Develops employees. HRM practices also plays an essential role in developing
employees with various activities that takes place in M&S. Thus, it further helps an
employer with high skilled and talented workers pushing the maximum amount of efforts
and make work done on time.
HRM practices plays an essential role in order to raise profitability and productivity of an
organisation. This has been discussed as per below context-
 High performing and innovative workers- Hyman resource management leads in
promoting an innovative and creative environment in terms of providing workers with
better facilities. This helps in motivating employees of M&S which in turn increase
productivity and profitability of a particular business.

 Performance driven with effective rewards- HRM of M&S provide their workers with
effective rewards or incentives. This leads in motivating their workers so that they
perform their particular task more seriously. This will help M&S to increase their sales
and make cited organisation reach the boost.
 Skills of employees are updated to maintain productivity- M&S is trying to cope up with
global competition that they are facing today. Thus, for this, HR manager identifies
current skill sets and also about those that they lack. Later, they update those skills with
proper training and development session which leads them in maintaining productivity
and also in increasing profitability.
LO 3
4. Analysing importance of employee relations in influencing decision making of HR.
Employee relations are defined as a term that deals generally with avoiding any issues or
either resolving it (Gatewood, Feild and Barrick, 2015). Further, if there are health relations
with employees than it may lead to efficient, productive and motivated staff at high level which
in turn increase further sales of M&S. In addition to this, it also becomes important that all
members become comfortable with each other and work in unity. Thus, importance of employee
relations in influencing HR decision making has been discussed as per below context-
 Work becomes easy if it is shared among workers- If relations among members in M&S
are healthy than the work load is lowered down on a particular person that in turn leads
towards productivity. It becomes extremely impossible for one person to do all work by
themselves so the task must be divided among everyone. This will help the cited
organisation to complete their work on time and achieve desired goals easily and
smoothly. In addition to this, good relations between employees may increase the ability
of assisting each other and make work easy.
 Discouraging conflict among workers- if employees of Marks and Spencer are having
good relations with each other than it leads in minimizing the chance of conflict among
them (Harney, Dundon and Wilkinson, 2018). This helps staffs in trusting and also
assisting each other in any kind of difficulties. This further leads in increasing efficiency
and productivity of an organisation.

Thus, it has been analysed that having good relations between employees helps Human Resource
manager of Marks and Spencer in making an accurate decision in terms of business success.
5. Ways of employee engagement at M&S.
 Assign company values- They have to assign one of the company's values to a certain
employee, every month, based on a peer voting process. The person who represented in
the best way that value can be set as an example and also be publicly acknowledged for
his actions.
 Have teams creating their own set of values- thus, to design own rules makes lots of fun.
Team synergy is not an easy objective in order to attain and is also not definitely a rapid
one. But it plays an essential towards the end game objective and also to the overall
performance of the project.
6. Identifying key elements of employment legislation and impact they have on HRM decision
making.
Employment legislation are referred to as a law that leads in governing employment
within particular organisation. This basically affects directly to employees, employers and also
unions (Marchington, Kynighou, Wilkinson and Donnelly, 2016). The main aim of this law is to
ensure that it determines about the one who can be either employed or unemployed. Further, this
law helps in protecting staffs from discrimination from that of employers. Thus, key elements of
employment legislation has been discussed as per below context-
 Discrimination Act, 2005- Discrimination act states as no one in an organisation can
misuse their position by taking advantage of treating unfair to employees working under
them (Nankervis, Baird, Coffey and Shields, 2016). Thus, it can take many forms and can
occur when a person is treated or discriminated in terms of race, gender, age, disability,
or any kind familial status. Therefore, it is recommended to the cited company to adopt
this laws which will lead them in creating nature of equality among members. This will
further help workers to share their views and ideas easily and smoothly.
 Disability Act, 1996- This act basically protects person from treating unfair in various
parts of public life (Reiche, Stahl, Mendenhall and Oddou eds., 2016). Further, this act
helps in prohibiting discrimination that is done against the people with disabilities in
certain areas. This also includes transportation, employment, public accommodations,
communications and also access towards local and state government. If cited organisation

Marks and Spencer adopts this act in their respective organisation than it will help them
with providing equal opportunities for people with disabilities.
 Data Protection Act, 1998- This act is mainly designed in order to provide protection to
personal data or information of organisation that is either stored on paper filing system or
computers. Under this act, individuals of Marks and Spencer have legal rights in order to
control their information by getting leaked. Further, cited organisation has to set rules
that have to be followed by staffs involved.
TASK 2
7. Illustrating application of HRM practices in work related context.
Job Description of Accountant manager
Job title: Account manager
Job Purpose: Account manager has to maintain and expand the relationship with important
customers of respected organisation. They are also responsible for achieving sales quota and
also with strategic objectives that will be assigned to them. An Account manager reports to the
Vice President of Strategic Accounts.
Job duties:
 Establishes Productive and professional relationships with key personnel in customer
accounts that have been assigned.
 They also have to develop strong relationships with their potential customers.
 They have to connect with key business executives and stakeholders and must prepare
sales report accordingly.
 Have to answer queries of clients.
 Have to identify new opportunities related to business among an existing customers.
Skills and Qualifications
 At least bachelors degree
 Popular degree program in Bachelor of Business Administration (BBA)
 High knowledge in accounting, advertising, communications, finance, management and
marketing.
Person specification

Knowledge of:
 Understanding the principles and policies of company and also its legislative
perspective.
 An understanding in companies current and also the level of performance that is desired.
Skills:
 Strong interpersonal skills.
 Must have polite and friendly nature.
 A good sense of humour
 Good negotiation skills.
 An ability of generating unique ideas.
Responsibilities:
 Maintaining existing relationship with the client or group of clients.
 Being able of dealing with difficult clients.
 Communicating well with customers and employees.
Thus, two candidates have been selected for an interview for accountant manager post of Marks
and Spencer. Further, questions have been discussed as per below.
Interview Questions
1. Describe the way you have built in managing multiple clients and co workers in the past?
Ans 1. I have qualified well in these areas and I realised that there are two most important things
that are required is an ability of multitasking, staying organised. And I am very much confident
that I can handle number of clients at a time and it wont be any kind of problem for me.
Ans 2. I have created spreadsheet of different accounts that I will be handling. I will try to make
it as a point where I can update and manage all information daily. It will help me in keeping me
well informed about the status of selected information currently. This spreadsheet will also help
me in keeping important information in mind.
2. Tell me about the time when you were unable to meet a goal in a previous job.
Ans 1. In my previous job, once I was working on some type of promotional campaign. The
shooting had to take place in some western state, some local people opposed to it due to which

shoot got delayed. This I explained my client and also came into touch with local law in order to
set these things. This thought me that I have to take local administration and also people into
confidence.
Ans 2. In my previous job one of my co worker made a mistake due to which I got angry and
removed my all day frustration on him. This made him demotivated and made him to take
decision of leaving the job. Therefore, I tried to communicate with him effectively and also tried
to understand his views and accordingly convinced him to perform better.
Thus, from the above interview, candidate 1 has been selected for the respected position of
Accountant manager. Therefore, offer letter has been send to him that mentions following terms.
3. What steps would you have take to increase revenue for this company?
4. What is your management style?

Job Offer Letter
MR. George Peter
Flat No. 20, Block B-15
February 7th, 2019.
Ref: ACCOUNTANT POST
Dear Sir,
I am writing this letter to confirm my offer of a position at Marks and Spencer as an Accountant
manager. The hours will be 45 per week and 9 hours daily. This position is therefore offered
subject to satisfactory reference and also pre employment checks. You also have to complete six
moths probationary period. During this time your performance in this respected organisation
will be reviewed.
This is the permanent position and you will therefore be entitled to all staff benefits. Your
starting date will be 11th February 2019. And you will be paid with a rate of $50 per hour. Your
salary will be paid directly to your bank account on the first day of every month. You will be
entitled to 36 days holiday per year pro-rata, excluding bank holidays.
We are looking forward to work with you and hope you feel part of our organisation soon.
Yours Sincerely,
Manager of Marks and Spencer.
8. Evaluating use of technology, online resources, digital platforms and social networking on
improving the recruitment and selection process.
 Use of technology- An applicant tracking system is a software application that organises
data of recruitment. Further, resumes and emails can also be parsed in order to import
information into uniform format with help of technology in the recruitment and selection
process.
 Online resources- Technological advances have been streamlined all operations related to
business. This online resources may include Internet, job boards, applicant tracking
systems, resume databases, online testing and assessments.

CONCLUSION
From the above report it has been analysed that Human resource practice plays an
essential role in order to achieve productivity and profitability in Marks and Spencer. They also
plays the significant role in decision making and also in maintaining employee relations. Further,
employment legislation has been discussed with help of various acts that leads in analysing that
cited organisation must adopt them in their workplace that in turn motivates employees towards
work and also towards the brand. In addition to this, this report also highlights on the importance
of employee relations that helps in increasing organisational productivity and profitability.

REFERENCES
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Online
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