Benefits of HRM Practices for Employee and Employer

This article discusses the benefits of HRM practices for both employees and employers. It covers topics such as job security, selective hiring, and the effectiveness of HRM practices in enhancing productivity and profitability. By implementing these practices, organizations can improve employee loyalty, increase productivity, and achieve higher profitability.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
Section 1...........................................................................................................................................4
LO 1.................................................................................................................................................4
Purpose, Roles and Responsibilities of HR functions.................................................................4
Various Approaches to functions of HRM..................................................................................6
LO 2.................................................................................................................................................8
Benefits of HRM practices for employee and the employer........................................................8
Effectiveness of HRM practices enhancing Organization's productivity and profitability.........9
LO3..................................................................................................................................................9
6. Effectiveness Of employees relations and engagement...........................................................9
7. Key elements of Employment legislation..............................................................................11
Section 2.........................................................................................................................................12
LO 4...............................................................................................................................................12
Application of HRM Practices...................................................................................................12
Interview Question.........................................................................................................................15
CONCLUSION..............................................................................................................................17
REFERENCES..............................................................................................................................18

INTRODUCTION
Human Resource Management is important part of organization, it plays significant role
in talent and recruitment and other activities that are related to workforce management, Training
and Development. Mark and Spencer(M&S) is one rising retail company in UK by offering
range of product with high quality. It sells various brands such as Per Una, Autograph, Limited,
Rosie, Blue Harbour, M&S Collection and M&S Energy. Company has more than 1035 stores in
United Kingdom with Best supply chain management. Online store of the company is one of the
first choice of UK customer. Company focus on changing Taste and Trend of customers and
hence able to gain large market share of Britain. There are many types of work which HRM of
M&S performed such as Selection/Recruitment, Training &Development, Employees
performance measurement and analysis etc. However, there are many problems in the
organization which HRM faced such as retention, building employees relation etc.. The report
Highlight purpose and functions of HRM related employees planning and recruitment. It also

explains effectiveness of key elements of HRM in the organization. There are many external and
internal factors that affect HRM decision decision-making. In the end report gives details about
application of HRM practices.
Section 1
LO 1
Purpose, Roles and Responsibilities of HR functions
HRM plays a very important role in managing the employees and the overall
environment of the workplace. As Marks & Spencer perform its operations in a highly
competitive sector so it must have the highest level of employees to perform in their best
possible ways in order to sustain the company's growth (al Habibi, 2019). HR department of
M&S must also ensure that the employees are aware to achieve their operational goals regularly
therefore reinforcing them when necessary.
Purpose of HRM
The main purpose of HRM is to achieve the organizational goals by making the best use
of the employees along with doing employees' welfare. The HRM of M&S considers the
employees as the biggest and valuable assets of they company. It enhances the skills and the
talents of the employees in order to develop the employees' personality and also to increase the
productivity and profitability of the company.
To compete in this emerging market, the HRM hires skilled employees who can bring innovative
approaches and strategies by motivating the top talented ones. It also provides a certain
measurable goal to the employees so that they feel valued and can contribute in the overall goals
of the organization (Rashid, 2016). It also focuses on developing various innovative strategies
which when implemented by talented employees can bring a rapid growth to the organization.
The HRM also takes care of the interests of the employees so that they always feel motivated and
can add value by using their skills with full dedication.
Along with the welfare of the employees and the organization, the HRM also ensures that the
customers' needs and demands are met up by the performance of the employees. The satisfaction
of the employees helps the company to gain competitive advantage,
Roles and Responsibilities of HR Functions

HRM in any organization performs various functions playing numerous roles. The HRM
of M&S have various responsibilities while performing following functions:
Planning: Its main functions is to know the present and future needs of the organization by
realizing the need of the talented and skilled employees accordingly. Effective planning will
result in the best employees who can perform well in achieving the goals.
Recruitment and Selection: The HRM must be able to attract more number of qualified
employees who can contribute positively to the organization's success. After getting a pool of
candidates, the HR must select the highest potential candidates from all so that they can help in
the implementation of the innovative strategies developed by the HR along with bringing
innovative ideas.
Performance Management: This HR performs this function by ensuring that the employees
remain engaged and productive. It can be managed effectively by using 360 degree feedback
tools in which the colleagues, peer and even the customers can review the employees'
performance (Taylor, 2019). HR can remove the gaps between the workforce today and in future
by managing their performance regularly.
Training and Development: It is the responsibility of the HR to develop the skills of the
employees which can be used by them in the future. The employees are sometimes not capable
of performing all the functions effectively so it becomes important for the HR to provide certain
trainings and workshops which can enhance the employees' skills and can prove to be much
more productive than before. This makes the employees motivated to face various challenges
that helps the company to compete with its competitors.
Rewarding: The HR of M&S must reward the employees for their best performance in order to
keep them motivated and to do much better the next time. It can be given in the form of financial
rewards, good colleagues, meaningful work, bonuses, job security and many more. Motivated
employees can perform more efficiently to increase the productivity.

Industrial Relations: The HRM is responsible for maintaining good relationships among the
employees by resolving the conflicts and by giving tasks which are to be done collectively. This
will improve the environment of the workplace and also the goodwill of the company. The
employees having good relations with the workforce will have a common goal to achieve the
objectives of the company.
Administrative Responsibilities: These mainly includes the personnel procedures and HR
information systems. It decides the salary, handles the promotion, improvement in the
performance, manages the diversified culture and many more (Richards and Sang, 2019). In
order to perform all these, the HR develops certain policies and procedures which can comply
with the requests and helps in overcoming the challenges.
Therefore, performing the above mentioned functions effectively, the HRM will become able to
gain a competitive advantage by improving the performance of the employees along with more
satisfied customers and enhanced productivity and profitability.
Various Approaches to functions of HRM
There are many methods which can be used by HRM of M&S for performing its various
functions which are as follows:
Planning and Resourcing
Assess the HR capacity and the requirements: The approach used for planning must begin by
evaluating the staff and the resources. Before hiring new talents, the HR must completely
understand the capabilities of the exiting employees. The HR should organize trainings in case if
the employees lack some skills (Otoo, 2019). It can also be done by conducting a survey to know
about the opinions of the employees or by reviewing the past performance.
After studying the existing resources, the HR must decide about whether the demands can be
fulfilled by bring improvement in the existing employees or by hiring new talents. It is must for
the HR to resource the employees at another position or at other organization as it will increase
the goodwill and do not leave the employees unemployed.
Recruitment and Selection

Internal Recruitment: This is the approach in which the HR hires the employees from within the
organization instead of hiring the new talents. This can be done by promoting the employees or
by transferring for some other role. This approach becomes more cost-effective and saves the
investment which is done in attracting the employees outside. It also increases employees' morale
and employee retention by enhancing their motivation. On the other hand, it also limits the
choices of the talents and the HR is not able to hire the fresh talent. This can also increase the
chances for happening of conflicts as someone at the same position is promoted disturbing the
smooth functioning of the organization.
Development and Training
Understanding the Objectives of the company: It becomes the best approach for providing
training to the employees as the main aim is to enhance the skills and achieve the goals. It should
be done by assessing the need of the training and by knowing the gap of the existing skills and
the required skills (El-Ghalayini, 2017). Similarly, if the objectives of the development
programmes is also decided then it enhances the effectiveness of the programmes by maximizing
the ROI. This will include the information about what all things will be achieved after the
successful completion of the programme.
According to this, various strategies are decided by HR of M&S so that the employees gain
many skills ans results after the completion of the training and be able to implement the learning
in the further tasks. The best one can be in-house sessions and the outdoor trainings which makes
the employees explore their hidden talents and abilities. It must also check whether the
employees are able to put the learning in the actual practice or not by evaluating its effectiveness.
Performance management
Feedback: The performance management basically keeps a checks on the performance of the
employees whether it is contributing towards the goals or not. The best method is to establish a
certain and measurable goal by clarifying the output and develop a plan accordingly which can
be used in enhancing the performance of the employees (Obeidat, Mitchell and Bray, 2016).
Then, the HR of M&S must give feedback to the employees about their performance and the
positive and negative things about it. The improvement needed must be highlighted so that the

employees can implement it in coming tasks. The employees must be rewarded for the goof
performance and provided with suggestions in case if improvement is needed.
Reward System
Financial rewards: The first thing to be done for rewarding is to identify the behaviour required.
If the HR realizes that the employee has done much work in performing the task, then the
employees must be rewarded as it motivates the employees to perform in a much better way
(Ahmad and et.al., 2019). Financial rewards become the best reward in M&S because majority of
the employees want to earn much money according to their performance. This can be given in
the form of incentives, bonuses and many more. This makes the employees feel that they get
more than they deserve thereby motivation them and feeling valued.
LO 2
Benefits of HRM practices for employee and the employer
There are various practices of HRM if performed efficiently can have a great positive
impact on the employees as well as employers:
Providing Job Security
The major practice of HRM must be to provide employment security to the employees
because the most stable factor in an employee's life is work on which there should be no risks.
This helps the employees to feel safe and plan for achieving long term goals instead of short term
objectives (McLaughlin, 2018). The employer is also benefited by having the stable employees
and a good feedback regarding the performance of the employees.
Strengths: This adds value to the employees as well as the job. It creates a sense of trust and
loyalty towards the employers.
Weaknesses: The employees who run away from the hard work also feels safe under the job
security and do not try to come out of their safe zone in accepting the new challenges as they are
sure about their job safety which results in less competitiveness among the employees degrading
their skills and abilities.
Selective Hiring

This is the most important practice of HRM which helps the HR to recruit the most
talented and qualified candidates from the pool of candidates. This helps the skilled employees to
get the deserved position in the company ans also the employers to retain the best suited
employees.
Strengths: This helps in increasing the number of talented candidates in the company which
improves the quality of the overall performance and thus leads to more productivity.
Weaknesses: Hiring the talented individuals will sometimes miss the hard-working candidates
who can grab the things quickly but are rejected because their talents are not enough for the
company but if they are provided with certain trainings then they can become more productive
than the talented ones.
Effectiveness of HRM practices enhancing Organization's productivity and profitability
The HRM practices can helps in increasing the productivity of M&S and contributes in
earning a large profit margin.
1. If there is a formal or informal contract between the employer and the employee
regarding the job security then it motivates the employees to wok without stress of
losing job and can give their 100% in all the tasks because they are sure about the job
(Fletcher, Bailey and Gilman, 2018). It helps the organization to increase the employee
retention ans also the company can utilize the money invested in the training and
development of the employees by taking work from them in which they can implement
their learning. This helps in increasing the performance of the employees and the
productivity along with a rapid growth with much profitability.
2. The selective hiring can help the organization to increase its goodwill and the image in
the market among the customers and the competitors. The environment of the
organization becomes more enthusiastic and motivated as the skilled employees are more
dedicated towards performing the tasks. This will make the employees' performance more
productive and profitable in order to gain competitive advantage also.
LO3
6. Effectiveness Of employees relations and engagement.
Employees relation is one of the important task of HRM without strong workforce
relation company cannot expand grow. There are many benefits of employees relationship such

as it increase, efficiency, quality, productivity and loyalty of employees and hence impact on
growth of the organization.
Heightened Employee Loyalty:
Employees satisfaction and retention is one of the important task of HRM. Talented and
skilled workforce leave their offices because of Leaders and Management wrong behaviour.
There are many reasons for becoming disloyal or quite the job by workers for example biasing
natures of employers, no promotion, incentives etc. The HRM of Mark and Spencer focus on
personal growth of the employees and hence able to gain loyalty of employees (Stewart, and
Brown, 2019). HR builds strong employees' relation by giving, awards, rewards, recognition etc.
It increases loyalty of employees and also increase efficiency quality and productivity of work
which increase profit of the organization and hence employer can invest in market and product
devlopment.
Increased Motivation:
Mark and Spencer HRM provide various types of motivation to employees such as
Achievement Motivation, Affiliation Motivation, Competence Motivation and Attitude
Motivation. It helps employees overcoming from isolation and depression and hence impact on
its performance which ultimately contribute in growth of the organization and employer (Bratton
and Gold, 2017).
Decrease Workplace conflicts:
Organization HRM take feedback from employees about workplace related problems and
take suggestion in changes. It increases loyalty of employees towards company which ultimately
decrease difference between employees and employer and hence create friendly environment in
the organization (Guest, 2017). Employer is able to increase productivity and quality with
changes required by the employees and hence increase efficiency of the organization.
Strong employees relation increase efficiency, quality, productivity and decrease chances
of talent and skill workforce migration. Flexible organization has strong employee support in
achieving higher goals, It also creates friendly environment which attract other talented and
skilled workforce towards the organization. Flexible practices again increase innovation,
creativity and team participation quality of the employees which benefit organization in long
term. Motivated employees achieve higher goals on time with quality and hence company gain
competitive advantage. Loyalty of employees helps HRM in talent management. Employer gives

free hand and focus on personal growth of the employees which create his image as ideal leader
and become employer of choice.
7. Key elements of Employment legislation.
There are many employment Laws passed by government of United Kingdom which
Mark and Spencer has to implement in the organization. HRM of the organization include
various laws which protect right of workers and hence create friendly environment in the
organization which ultimately increase loyalty, efficiency, quality and productivity. Laws related
to employment legislation are Employment Rights Act 1996, National Minimum Wage Act
1998, Employment Relations Act 1999, The Maternity and Parental Leave etc. Regulations 1999,
Part-Time Workers (Prevention of Less Favourable Treatment) Regulations 2000, Agency
Workers Regulations 2010, Transfer of Undertakings (Protection of Employment) Regulations
2006. This law protect employment rights in the organization and hence decrease chances of
isolation and depression. HRM consider laws before decision-making so that employees rights
can be protected.
Equal employment opportunity:
Company has to provide equal opportunity to all and ensure that right person must be
selected for right place on right time. Mark and Spencer HRM provide equal opportunity to all
according to their performance which are analysed by HRM. Human Resource Manager give
suggestion for promotion, incentives etc to employers by assessing performance of employees
using various tools for example KPI, 360 Degree feedback etc. It improves relation and hence
increase quality, efficiency and productivity of the work. This right is protected under
Employment Relations Act 1999.
Sexual harassment:
Organization must protect employee from any kind of Sexual Harassment in
organization. M&S HRM's adopt anti sexual harassment policy in company which protect
employees from any wrong doings. HRM in contract and at various places of organization
mention what will be the cause of any sexual harassment in the organization. HR also made a
team which look into this matters. This law is protected under Agency Workers Regulations
2010.
Working time regulations:

Company must provide proper working and also covers government laws. Mark and
Spencer HR gives details regarding working house and it cannot be greater than government's
working hour law. In case of extra work company has to provide extra wages according to type
of work. HR before framing any policy or work chance must ensure about rights of employees
related to work. Working time regulation covers under National Minimum Wage Act 1998.
Employee' unions:
Company must consider suggestion and changes by union of workers. Organization's
HRM take suggestion and feedback in making changes in work structure of the organization.
Any query ,question, problems of union must be resolved by HRM and hence maintain strong
employees' relation.
Section 2
LO 4
Application of HRM Practices
There are many applications of HRM practice in work culture and structure of the
organization. It gives security to employees which increase their loyalty towards the organization
(Wilton, 2016). In hiring and Selection for the company use reference system (Reference from
employees in the organization) and in return increase give some amount of money to employees
which increase financial. HRM also focus on developing quality such as team participation ,
management etc. which impact on personal growth of the employees.
Job Advertisement
Job advertisement refer to the process in which organization gives adds in media platform
such as Newspaper, News etc. or on Social media such as LinkedIn, Facebook and Instagram. It
helps organization in finding and selecting right candidate for right profile on right time. Mark
and Spencer give advertisement on Social media and hence able shortlist from number of profile.
It increases chances of hiring talented and skilled workforce which increase efficiency, quality
and productivity of the organization (Zorlu, 2019).

Vacancy Announcement
Mark and Spencer wants talented and skilled Employee for the profile of assistant HR Manager.
Qualification:
Candidate must graduate from reputed university with BBA in Human Resource Management.
Company also require candidate which has additional degree of MBA from recognized
university. Priority will be given which have additional language certificate and related courses
of HR with high grades.
Experience:
Applied person must have experience in more than 2 industry for 3 or above years. Additional
achievements certificate during his career must needed (al Habibi, 2019). If candidate has
additional experience apart from HRM then it will increase chances of selection.
Age:
Employees age must be between 30 and 40 years.
Salary:
If the candidate pass the interview then according to his interview salary between £250000 to
£30000. However, salary can be high if the candidate has impactful experience and
qualification.
Preference:
Preference will be given to British Citizen. Reference of company's employees will be
additional preference for the organization. Candidates must have clear criminal record.
JOB Description:
JOB Description
Title of the Job: Assistant HR Manager
Organization: Mark and Spencer(M&S)
Location of the Job: London, Britain

Responsibilities:
 Selection and Recruitment of employees from Job sites and focus on internal
recruitment.
 Training and development of employees according to changing market.
 Creating friendly environment in organization by events or refreshing activities such as
indoor games.
 Monitoring and Controlling of employees performance using various tool such KPI, 360
Degree feedback.
Daily Activities;
HR has to select and recruit right employees from list of available employees on job sites.
Assistant HR Manager has to provide provides training and development programs for
employees which increase quality, efficiency and productivity of the work. Measurement of
employees performance by analysing report submitted by different department. Giving
suggestion to seniors for incentives, promotion, recognition, award and reward according to
performance of employees. Building strong employees' relationship by taking suggestion and
feedback from workers.
CV of Candidate

Curriculum Vitae
Adolf Smith [phone]
HR Manager [e-mail]
Education:
1. Bachelor of Business Administration from Oxford University in Britain from 2012 to
2015 with 96%.
2. MBA From Cambridge college in England from 2015 to 2017 with 82%.
Experience:
1. Work in Tesco as an HR Analyst from 2017 to 218.
2. Junior HR in Zara from 2018 to 2019.
3. Work as an Assistant HR in Sainsbury from 2019 to 2020.
Roles and Responsibility:
1. Perform various duties in Tesco related to recruitment and selection of the employees.
2. As a Junior HR in Zara focus on training and development of employees according to
changing work culture.
3. Implement various program related to personal growth of the employees and also select
and recruit right candidates from job sites.
Interview Question
1. Describe about yourself and background.
2. Why do you want to work in this company
3. Tell me about your experience as an HR professional from your previous organization.
4. Why you left your previous job?
5. How you maintain positive culture in our organization and what strategy you will follow
for this?.
Job Offer letter:

Appointment Letter for Job Offer
Date: 02/08/2020
Adolf Smith
Address: 13-14 Beaufort Gardens, London, SW3 1PS
London, England
Dear Adolf,
Job offer- HR Assistant Manager
It is great to inform you are selected for HR Assistant Manager for Mark and Spencer. You can
join office from 1st September 2020. You will get yearly package of £30,000 and on quarterly
bases your increment will be done.
Sincerely,
HR Manager
(Mark and Spencer)
Rational for Proper HR Strategy
In this HR of Mark and Spencer prepare job specification details then advertise on Job
sites. After this applied candidates CV short-listed. Selected Candidate call for interview by
HRM. Personal interview analyse about candidate (Taylor and Woodhams, 2016.). After
analysing candidate, HRM offer for a salary to employees and if the selected candidate is
accepted. Job offer letter is send by HRM on candidates mail.
This practises help in hiring right candidate, right time on right place. It also decreases
unnecessary time of HR for shortlisted not fit candidate. It will help in analysing candidates skill
and knowledge with the job specification develop (Lussier and Hendon, 2017). Job sites gives
opportunity for short-listing number of skilled and talented workers and hence best candidate can
be selected for the job.

CONCLUSION
To be concluded HRM helps organization in many ways such as in
selection/Recruitment, Training and development, Building employees' relation etc. Mark and
Spencer HRM perform various practices which impact on growth of the organization. Above
report give details about purpose and scope of HRM for example it will help organization in
hiring right candidate, right time on right place. It also gives details about effectiveness of key
element on HRM of M&S for example HRM of organization help in maintaining friendly work
culture which impact on growth of the organization. However, there are many factors affect
HRM decision-making as discuss in report for example HRM focus on personal growth of the
employees which increase efficiency, quality and productivity of the employees. In the end
describe application of HRM practice in selection and recruitment of employees for example
process of short-listing CV on job portals.

REFERENCES
Books and Journals
Ahmad, M. and et.al., 2019. High-performance work practices and organizational performance in
Pakistan. International Journal of Manpower.
al Habibi, B., 2019. HR practices of Marks & Spencer, Selfridges, Primark, and Sainsbury’s
(Doctoral dissertation, University of Science & Technology).
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
El-Ghalayini, Y., 2017. Human resource management practices and organizational performance
in public sector organization. Journal of Business Studies Quarterly. 8(3). p.65.
Fletcher, L., Bailey, C. and Gilman, M.W., 2018. Fluctuating levels of personal role engagement
within the working day: A multilevel study. Human Resource Management
Journal. 28(1). pp.128-147.
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.
Lussier, R.N. and Hendon, J.R., 2017. Human resource management: Functions, applications,
and skill development. Sage publications.
McLaughlin, C., 2018. 14: Corporate Social Responsibility and Human Resource
Management. Human Resource Management, p.271.
Obeidat, S.M., Mitchell, R. and Bray, M., 2016. The link between high performance work
practices and organizational performance. Employee Relations.
Otoo, F.N.K., 2019. Human resource management (HRM) practices and organizational
performance. Employee Relations: The International Journal.
Rashid, M.D., 2016. Perception of Employee’s about the Human Resource Management
Practices (Talent Management) in Marks and Spencer in Waterloo, London (Doctoral
dissertation, University of East London).
Richards, J. and Sang, K., 2019. Socially ir responsible human resource management?
Conceptualising HRM practice and philosophy in relation to in-work poverty in the
UK. The International Journal of Human Resource Management, pp.1-28.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
Taylor, A., 2019. An exploratory study of the relationship between job insecurity and employee
engagement focusing on temporary employees in the retailing industry in the United
Kingdom| Case study: Marks and Spencer Group plc.
Taylor, S. and Woodhams, C. eds., 2016. Human resource management: People and
organisations. Kogan Page Publishers.
Wilton, N., 2016. An introduction to human resource management. Sage.
Zorlu, S., 2019. Managing the human resource in the 21 centuary.