Human Resource Management

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................2
PART 1............................................................................................................................................2
1. Overview of the organization..................................................................................................2
2. Explanation and assessment on purpose of HR function and roles and responsibilities of the
HR function.................................................................................................................................2
3. Assessment of the approach to workforce planning, recruitment and selection, development
and training, performance management and reward systems by evaluating strengths and
weaknesses of these approaches..................................................................................................3
4.Effectiveness of employee relations and employees engagement and adoption of flexible
organization and working practice and employer of choice. Evaluating importance of
employees relations influencing HRM decision-making............................................................5
5. Identification of the key areas of employment legislation within which the organization
must work....................................................................................................................................8
Part 2................................................................................................................................................9
1. Designing job for different available position in organisation................................................9
CV-2 for Junior Human Resource Manager.........................................................................13
3. Interview question for candidates and process......................................................................16
4. Job offers to the deserving candidate.....................................................................................17
5. Documents and Process of Recruitment................................................................................18
CONCLUSION..............................................................................................................................19
REFERENCES..............................................................................................................................20
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INTRODUCTION
Human resource include people who work in the organization to achieve its objectives. They
form the workforce of the company. Human resource management means management of human
in the organization. Marks & Spenser is a multinational retailer having its headquarters in
London. Founded by Michael Marks and Thomas Spenser in 1884. Company sells food items,
clothing and home related products. This report will discuss overview of the organization and
assessment on the purpose of HR function and also its roles and responsibilities. Further it will
evaluate approaches to workforce planning, recruitment and selection, development and training,
performance management and reward system. This study will also explain the effectiveness of
employee relations and employee engagement and adopt flexible working practice and employer
of choice. Identification of employment legislation which is used by the organization.
PART 1
1. Overview of the organization
Marks & Spenser is a British multinational company having its headquarters in London,
England. Founded in 1884 by Michael Marks and Thomas Spenser. It deals in food items, home
décor products and clothing. It is also listed on London Stock exchange. They provide services
related to online food delivery (Zhang and et.al., 2019).
2. Explanation and assessment on purpose of HR function and roles and responsibilities of the
HR function.
Purposes of HR functions-
Mentioned below are the main purpose of HR functions of Marks & Spenser:
Staffing needs: HR department are mainly concerned with the recruiting of employees. They
identify the jobs and fulfil the requirement of the position. Marks & Spenser HR makes sure that
right position is filled by right individual.
Conflict resolving: Marks & Spenser plays a vital role in resolving conflicts of the company.
Associated with employees. Relation between operation team and marketing team are also
managed by HR team.
Performance appraisal: HR evaluate the performance of the employee. Marks & Spenser HR
are responsible in making performance appraisal process. This happens annually in the
organization. Appraisals are done on the basis of promotion or retention.
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Maintaining employee relation: Employees expect incentives in terms of return and
organization expect performance and productivity by the employees. HR team of Marks &
Spenser give proper training and timely reward them so that good relations with employees are
maintained.
Roles and responsibilities of HR function-
Roles and responsibilities of Marks & Spenser are
Human resource planning: This is the most important role if HR to know the human needs of
the organization. Marks & Spenser HR team focus on the growth of the organization and what it
requires in the future to be successful.
Recruitment and selection: Marks & Spenser attract people towards the company and select
best candidates within (Tuan and et.al., 2020). They have good brand image so it is easy to
attract more people.
Learning and development: HR helps employees so that they can develop their skills.
Company provide training to the employees so that they become skilled before work is provided
to them.
Health and safety: Health and safety regulations are created by HR. Marks & Spenser make
sure that they are providing safe environment to the employees to work.
3. Assessment of the approach to workforce planning, recruitment and selection, development
and training, performance management and reward systems by evaluating strengths and
weaknesses of these approaches.
Workforce planning:
HR team of Marks & Spenser plan structure and strategies of the company. Strategic plan and
operational plan are include in workforce planning to meet the objectives of the organization.
Strategic planning- It focuses on planning vision and mission of the company. Long term and
short term goals of performance are formed by HR to fulfil the objectives. Strength of Marks &
Spenser are their teams are planning to take competitive advantage.
Operational planning- Activities of operations are made by HR team of Marks & Spenser. This
includes performance maintaining and recording. Weakness is timely performance reporting are
not done resulting delay in achieving targets (DeCenzo, Robbins and Verhulst, 2016).
Recruitment:
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It is process of finding the employee needs in the organization and providing potential employees
and offering jobs to the candidates. By this manner right individual got selected for the right
position. This is done by two ways by company:
Internal recruitment: It is the process in which hiring is done by within the organization only.
Strengths are it is done fast and is cost-effective as well. Company believes that it reduce the
recruitment of creative workforce.
External recruitment: It is process in which employees are hired from outside of the company.
Strength is that it will hire innovative workforces. Weaknesses are it is long and costly process.
Selection:
Selection is the process in which candidates are analysed in a proper way and then they are
selected. HR of Marks & Spenser identity the needs of the company and fulfil the position. This
process has two ways (Hughes, 2018).
Interview: In this HR communicate with the candidates to check their capabilities. Strength is for
choosing the right skill it is the effective process. Biasness is the weakness of this.
Role-play: In this candidates are given some task, and they perform them. Strength is more
appropriately candidates are assessed. Weakness is this process is expensive.
Training:
Training is the process in which skills of the employees are enhanced. HR of Marks & Spenser
do this by two methods.
On the job training: While doing their job employees are provided training to make them learn
new techniques. Strength is, it make employee more skilled.
Off the job training: Employees are trained in this providing special attention by the company.
Weakness is this it is time-consuming (Boon and et.al., 2018).
Development:
To increase the productivity it is adopted by the company. New skills are provided to the
employees. It is done by-
Performance management: It is the process that assess the failure or success of the individual
and then modification of the performance is done according to the organization needs. The
purpose of the company is productivity maintenance. Methods of performance management
Total quality management: In Marks & Spenser TQM is achieved by reducing waste and
managing time properly, so that employees productivity can increase.
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Kaizen: It says that employees performance have no limit. In Marks & Spenser employees
performance are monitored timely to receive the competitive advantage.
360 degrees: It means that monitoring should be done with every angle or dimensions. Company
use this method to guide employee at the right time.
Just-In-time inventory: It means that implementation of the creative ideas should be fast.
Company believes that immediately after planning process it should be implemented.
Reward system:
It boosts the performance of the employees which involve incentives, bonus, rewards etc given to
the employees for the efforts. Two types of rewards are given by Marks & Spenser
Financial rewards: In this reward monetary prizes are given to employees. Company as a reward
offer medical benefits, bonus, salary, insurance, commissions etc. Employees get attracted
towards these rewards.
Non-financial rewards: It do not include monetary prizes but include appreciation which is the
non-financial recognition. It includes appraisals, appreciation, honor rewards etc.
4.Effectiveness of employee relations and employees engagement and adoption of flexible
organization and working practice and employer of choice. Evaluating importance of
employees relations influencing HRM decision-making.
Appropriate communication system should be adopted by the employees. Approaches to
employee relations are-
Interaction: Proper interaction between managers and employees reduces the barriers in
communication and bring innovation. Therefore, managers of Marks & Spenser make sure that
they proper interact with their employees.
Appraisals: Rewards and appraisals plays vital role in the organization. It increases motivation
among the employees. So company give timely rewards to the workforce to increase their
productivity (John and Taylor, 2016).
Planning: HR managers should do clear planning which help in building employee relations.
Roles of the employees are properly made and communicate to them.
Hygienic and safety: Proper hygienic and safe office environment is provided to every employee.
Company managers assures that safely is maintained and is the priority of them.
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