Importance of HRM in Workforce Planning and Resourcing

This document discusses the purpose and functions of HRM in workforce planning and resourcing an organization. It explains the strengths and weaknesses of different approaches to recruitment and selection. It explores the benefits of HRM practices for both employers and employees. It evaluates the effectiveness of HRM practices in raising organizational profit and productivity. It analyzes the importance of employee relations in influencing HRM decision-making. It identifies key elements of employment legislation and their impact on HRM decision-making. It also illustrates the application of HRM practices in a work-related context.

Human Resource Management
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Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation...........................................................................................................3
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.
.....................................................................................................................................................4
TASK 2............................................................................................................................................5
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee...............................................................................................................5
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity.................................................................................................................7
TASK 3............................................................................................................................................7
P5 Analyse the importance of employee relations in respect to influencing HRM decision-
making.........................................................................................................................................7
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision-making...........................................................................................................................8
TASK 4............................................................................................................................................9
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples......................................................................................................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12
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INTRODUCTION
Human resource management is considered as a strategic approaches and planning that is
associated to individual’s management into an entity. This is vital for business to maintain its
human resources ineffective way so that it can able to obtain a competitive advantage into
marketplace (Albrecht and et. al., 2015). For this report, the undertaken company is Marks and
Spencer which a well known British multinational retailer having headquarters is in London,
England. It specialises in selling home products, clothing etc. this report cover some topics such
as definition of HRM, its main purpose, function and activities, workforce planning, recruitment
approaches along with its advantage and disadvantage. Moreover, HRM practice with its impact
upon employer and employee, staff relationship and key element of employee legislation. Apart
from all this, applications of HRM practices in a work-related context are also illustrated in this
report.
TASK 1
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation.
Define Human resource management
Human resource management is define as a technique which is adapted through several
firm for effectually managing the workforce into its enterprises as well as attain objectives in
gainful way (Bhatt and Lakshmi, 2017). The main purpose of HRM is to coordinate overall
practices and staff into company in order to achieve future objectives.
Major benefits HRM:
As human resource management is important for firm like Marks and Spencer as it has
various benefits. Some of them are discussed below:
 It is helpful in developing value and culture into company.
 It is accountable for creating effective relations.
 HRM assists in recruitment a competent candidate and provides training to them.
Main function and activities of HRM.
Human resource management is undertaken as the central pillar of all firms so it performs
various functions and activities such as recruitment and selection, maintaining effectual working
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conditions and many more. So, some functions and activities that Marks and Spencer perform are
discussed below:
Maintaining effectual working situation: This is considered as vital functions and
activities of HRM as it is important to manage the working condition and environment
organisation. This is so it assures an employee engagement for longer duration in firm. So,
Marks and Spencer perform respective function to obviate staff turnover rate and thus it shows
their significance with respect to firm.
Recruitment and selection: It is also considered as an another essential function and
activities as it is associated with attracting, recruiting and selecting staff which are proficient and
could contribute towards firm’s development as well as stability. Moreover, this function and
activity are important for Marks and Spencer as by effectual execution of this they can become
capable to choose proper candidates for vacant position into country.
Workforce planning and its effectiveness with example.
Workforce planning is define as a continuous procedures which is utilised for aligning the
requirements as well as priorities of entity with those of their personnel to assure that can
accomplish their regulatory, legislative, production requirements and many more. This facilitates
manager with a strategic basis to develop decisions of human resource (Brewster and et. al.,
2016). Moreover, this enables them to predict modification and facilitates strategic procedures
for highlighting current and anticipated personnel problems. For example: If Marks and Spencer
requires developing their sales for effectively operating their business. For instance, they have to
appropriately train and analyse its workforce performance regularly so that they can able to
enhance their productivity and sales effectually.
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.
The Marks and Spencer manager have to hire and choose competent candidates for vacant
post which can attain their goals appropriately. The several approaches that is utilised through
respective organisation for recruit are discussed underneath along with its advantage and
disadvantage:
Recruitment: It is define as method for finding as well as grabbing the attention of various
potential candidates towards organisation in order to fill the vacant position. Basically, this
attract, short list as well as choose proficient candidates for particular post. Through
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implementation of it, Marks and Spencer can ensures consistency. Mainly, recruitment has two
approaches that are described below:
Internal approach: It is considered as a recruitment approach which assists organisation
in grabbing attention of candidates as well as accomplishing the vacant position of job from
insider. It is undertaken to a simple way that may be applied through Marks and Spencer in order
to recruit the competent candidates for particular position (Guest, 2017). Also, it may opt
promotion and transfer methods for filling the vacant post. So, its advantage and disadvantage
are:
 Advantage: The main advantage of internal approach is that the methods like transfer and
promotion applied through Marks and Spencer is faster as well as simple way to full fill
vacant post into respective firm.
 Disadvantage: The main disadvantage of internal approach is that it provides limited
talent option which is available within Marks and Spencer as it avoids new person
arrivals.
External Approach: It is considered as another recruitment approach. It is the method to find
as well as hire competent candidates from various outside candidates effectively and efficiently.
There are some methods like consultancy, campus placement etc. with assistance of which
recruitment may be done within organisation. Therefore, Marks and Spencer applied campus
recruitment and walk in drive for filling the vacant post. So, their advantage and disadvantage
are:
 Advantage: The main advantage of external approach is they help Marks and Spencer to
bring new as well as refreshing talent into their workplace.
 Disadvantage: The main disadvantage of external approach is it is costly as well as longer
process for both entity and candidates as well.
TASK 2
P3 Explain the benefits of different HRM practices within an organisation for both the employer
and employee
Human resource management practices is considered as a system which attracts, forms,
inspire and retain staff for assuring the effectual execution and survival of firm and their
members. HRM is a vital aspect which is needed in company as this is helpful in performing
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practise effectually. Moreover, this ensures affirmative development of atmosphere. So, there are
various main HRM practices such as recruitment and selection, training and development and
many more (Jamali and Dirani, 2016). Thus, few benefits of several HRM practices into Marks
and Spencer are discussed below:
Human resource
management practices
Benefits to employers Benefits to employees
Flexibility work option This is vital as it has various
kinds of benefits to entity and
several staff which are related
to firm. Marks and Spencer
apply respective human
resource management
practices for enhancing their
competency towards staff
recruitment. Moreover, they
help them in maximising its
workers, productivity, morale
and gain more profitability.
With flexible work option
staff may experiences
effectual benefits. In context
of Marks and Spencer, if they
facilitates respective option so
they may fulfil its personal
requirements as well as
accountability of lives in
affirmative way. As staff
needs are accomplished then it
like to perform with full
potential and enhance
productivity level.
Training and development Training and development
HRM practices are vital that
has numerous types of benefits
to entity and various
stakeholders that are related
with organisation. So, Marks
and Spencer used on the job
method in order to upgrade up
there staff competencies as
well as skills. All these assist
M&S workers to increase
profit, productivity as well as
This is essential in entity as it
will helps staff to get
knowledge about various
working procedures and
methods. The benefits which
accumulate through workers
of Marks and Spencer by
using some kind o training
methods such as on the job is
associated with development
of employee’s competencies
that assists them into its
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the employee’s knowledge. professional and also in their
personal career as well.
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational profit
and productivity.
As there are various practices of human resources management such as flexible working
option, training and development and many more. All these are applied to manage their
personnel for satisfying its clients. As numerous organisation used ample kinds of practices but
the most vital which associated with workforce planning are career management, training and so
on that are effectual in increasing the productivity as well as profitability are discussed
underneath:
Training: Training is considered as an essential human resource practices that has short
term impacts upon staff competencies. It assists the in obtaining information related to current
job profile process with their effectual performance within organisation (Purce, 2014). Mainly
there are two methods on the job and off the job. But in respect of Marks and Spencer, on the job
method is more appropriate. Also, it helps them in facilitating appropriate information regarding
job profile. Marks and Spencer applied on the job with assistance of which it may facilitate
training to its staff about their organisational methods. It wills outcomes in effective workers
performance which assists them in enhancing firm’s productivity.
TASK 3
P5 Analyse the importance of employee relations in respect to influencing HRM decision-
making.
Employee relation is defining as an effort and potential of entity that develops and upholds
an affirmative relation with their staff member. Through maintaining optimistic and constructive
relationship, firms consider that they can able to keep worker loyal as well as very much
involved into its task (Longoni and Cagliano, 2016). So, Marks and Spencer can maintain good
relationship in their work environment by appraising them for its excellent work, facilitating
feedbacks privately at the time they require improvement and many more. In addition to this,
Respective organisation may utilise some strategies for building and improving employee
relations and engagement that are discussed underneath:
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Asking for feedback: Generally, employers are giving feedbacks to staff regarding its work
environment, workload, working style and many more. But by taking feedbacks from their own
employees will help Marks and Spencer human resource manager to improve the employee
engagement as they feel comfortable to discuss and tell their issues. Moreover, through asking
their staff for feedbacks to make them feel that its views are valuable.
Facilitate a good atmosphere: Every day work are some tiresome experiences after
sometime, mostly in case of uncomfortable atmosphere at work area. So, the Marks and Spencer
employers have to try to perform to develop a environment which is friendly, comfortable such
all the facilities are appropriately provided etc. as well as which shows branding of their firm.
Thus, this will aids respective firm to improve the employee engagement at workplace
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision-making.
Employment legislation includes whole rights of employees as well as regulates its
relations with their managers. There is ample number of regulations into UK, that has an
effectual affects upon decision making of human resource management into Marks and Spencer
in context of performing several practices of HRM such as performance management, rewards
and others properly (Marchington and et. al., 2016).Few key element of employment legislation
that respective organisation can utilise are discussed underneath:
Equality Act 2010: According to this legislation, Staff of firm is treated equally at
workplace so that equality is used within whole organisational level. Moreover, both male and
female employees are facilitated with equal opportunity for showing it abilities. Also, it is
considered as an essential regulation that have an affects upon human resource decision making
and practices of Marks and Spencer as it safeguard the staff interest and protect them from any
kind of discriminatory practices based upon its caste, sex and others.
Data protection act 2018: This is considered as important employment legislation as this is
developed for protecting the personal data storage. Moreover, this act controls how personal
information may be utilised as well as staff have rights to ask for data about themselves. This
impact the decision making of Marks and Spencer as they has to be assure that its staff
information should be shared to any other without their employees permission as it reduce trust
from company and productivity get dropped.
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TASK 4
P7 Illustrate the application of HRM practices in a work-related context, using specific examples
Human resource management practices execute various management documentation which
assists firm in recruiting competent applicants (Nickson, 2013). In Marks and Spencer, they
require marketing manager so they are recruiting the candidates through following given way:
Job specification
Organisation: Marks and Spencer
Job Designation: Marketing Assistant
Job purpose: To manage the whole activities of manager and observe that all task can be
accomplished.
Roles and responsibilities:.
 Able to develop effective co-ordination among subordinates.
 Must have knowledge regarding showcasing methods as well as instruments.
Required skills and experiences:
 Bachelor in business administration from an affiliated institute.
 MBA in marketing field.
 Must have relational capabilities as well as flawless introduction.
 Must have some extra experience related to advertisements.
Candidate Name:
Panel Number:
Essential Criteria
Educated to degree level or equivalent
Notes
Effective experience into work atmosphere.
Efficient knowledge related to marketing
profile.
.Appropriate understanding of marketing
approaches and concepts.
Effectual tactics of marketing investigation as
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well as strategic knowledge.
Good group developing and leading
competencies.
Abilities of effective interpersonal
communication language for communicating
with diverse client.
Effective experience in field of marketing as
well as have abilities to accomplish consumer
needs.
Desirable Criteria Notes
Knowledge related to some regulation such as
intellectual property etc.
Understanding about marketing evaluation as
well as product description.
Passionate towards work profile.
Offer Letter
Organisation Name Marks and Spencer
Job position Marketing Assistant
Location UK
Reporting person Marketing manager
Roles & Responsibilities  Initiator of promotion techniques organised as
well as expand based on drifting research.
 Understand shopper’s interest and also ought to
have dynamic legitimate capabilities for
acquisition of effectual management and items.
 Must have ability to monitor over task of
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subordinates and colleagues as well.
Working Duration 10:00 am to 7:00 pm
Accommodations for employees Sound working condition with affirmative culture which
expands its work implementation within organisation so
that subordinates may concentrate upon objectives.
CONCLUSION
Based on the above report, it has been concluded that human resource management is vital
for all types of business as it helps them to manage their personnel in effective and efficient
manner which would outcomes into gaining competitive advantage. Moreover, there are mainly
two kinds of recruitment approaches i.e. internal and external. Also, there are some HRM
practices which is beneficial for both employer and employees like training, flexible working
option and so on. Through maintaining optimistic and constructive relationship, firms consider
that they can able to keep worker loyal as well as very much involved into its task.
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REFERENCES
Books and Journals
Albrecht, S.L., and et. al., 2015. Employee engagement, human resource management practices
and competitive advantage: An integrated approach. Journal of Organizational
Effectiveness: People and Performance. 2(1). pp.7-35.
Bhatt, P. and Lakshmi, T., 2017. Decision Tree Approach for Capital Expenditure Decision-a
Tool for Effective Strategic Human Resource Management. Ushus-Journal of Business
Management.10(1).pp.57-67
Brewster, C., and et. al., 2016. International human resource management. Kogan Page
Publishers.
Guest, D.E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal.27(1). pp.22-38
Jamali, D. and El Dirani, A., 2016. A blueprint for the role of human resource management in
corporate social responsibility in the Middle East. In Handbook of Human Resource
Management in the Middle East. Edward Elgar Publishing
Longoni, A. and Cagliano, R., 2016. Human resource and customer benefits through sustainable
operations. International Journal of Operations & Production
Management.36(12).pp.1719-1740.
Marchington, and et. al., 2016. Human resource management at work. Kogan Page Publishers
Nickson, D., 2013. Human resource management for hospitality, tourism and events. Routledge.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
Sal, A. and Raja, M., 2016. The impact of training and development on employees performance
and productivity. International Journal of Management Sciences and Business
Research. 5(7).
turnover intentions. Public Personnel Management. 41(2). pp. 257-279.
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