Unit 3: Human Resource Management.

Unit 3: Human
Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................4
TASK 1............................................................................................................................................4
P1: Purpose & functions of HR manager in workforce planning & resource planning:........4
P2: Strength & weakness of different approaches to selection & recruitment.......................6
TASK 2............................................................................................................................................8
P3: Benefits of different HRM practices on employer & employee's....................................8
P4: Evaluate effectiveness of HRM practises in organisational profit & productivity........10
TASK 3..........................................................................................................................................11
P5: Analyse the importance of employee relations in respect to influencing HRM decision-
making..................................................................................................................................11
P6: Identify the key elements of employment legislation and the impact it has upon HRM
decision-making...................................................................................................................12
TASK 4..........................................................................................................................................14
P7: Application of HRM practises in work related context ................................................14
REFERENCE.................................................................................................................................19

INTRODUCTION
HRM is a strategic function of a organisation that is part of managing human resources. It
is a function that is concern with functions such as recruitment, selection, training, remuneration
and further formation of titivation policies in organisation. All the human resource activities are
focussed on enhancement of employee contribution towards these assigned responsibilities.
Marks and Spencer is a retail brand of UK that is dealing in clothing, accessories and food
related products. Presently there is discussion of basic HRM functions, Strength & weakness
associated with HRM (Pattanayak, 2020). Further there are different HRM practises that are
adopted for hiring of a competent candidate. There are various employee legislations that are
governing the overall decision making process.
TASK 1
P1: Purpose & functions of HR manager in workforce planning & resource planning:
Company overview: Marks and Spencer is a British multinational retail brand. That is
specialising in home products, clothing. In 1884 it was acquired by ,Michael marks. They are
presently having 959 stores across UK.
Mission: Marks and Spencer is willing to make inspirational quality products for their target
segment of customers.
Core business objective: M&S is focussing on becoming sustainable, international and multi
channel retail brand. They are working to maintain high customer trust & employee engagement.
Functions of HRM:
Human resource department performs many necessary functions of business some of these
functions are mentioned below: Ensuring compliance with labour laws: Human resource department has to ensure that
business is operating with proper compliance of all labour laws. There has to be proper
compliance with all set of rules & regulations. Recruitment & selection: Recruiting of competent employees is one of prime
responsibilities of human resource department. It consist of opening of positions,
interviewing, hiring according to particular interview process.

 Training of employees: After employee has been recruited the next step is to provide
them required amount of training so that they can be ready to perform the necessary job
duties and roles (Brewster and Hegewisch, , 2017). There are basically two types of
training criteria that is on the job training where employee is provided simultaneous
training and performing job duties. There can be off the job where there is main focus is
only to focus on training activities.
 Performance management: Performance management is a function that is crucial to
ensure employees are engaged and productive at same time. Effective performance
management consist of clearly setting of goals, staying productive and opening for
feedback. In Marks and Spencer there is use of certain tools of performance management
that includes 360 degree feedback system which involves views of managers,
subordinates, peers and customers review (Onik, Miraz. and Kim, 2018). It is also used
for closing gap between present workforce and future requirements. It is effective ways in
building future workforce by learning & development.
Best fit model is emphasizing on HR strategies & organizational strategies that have to be
aligned. It is necessary to ensure that HR strategies are suitable according to circumstances along
with operational process and culture. In M&S there has to be application of different strategies
along with operational process and culture.
Where as Best practise model is based on bundles of HR activities to universally support
organisations in achievement of a competitive advantage. It is applied in organisation to enhance
performance. In M&S it implied a connection between HR practises and organisational
performance.
Hard and soft models of HRM:
Hard HRM: In this approach employees are treated as business resource. There is a strong link
between corporate business planning. There is identification of workforce needs and there is
recruitment accordingly (Armstrong, 2019). There is a strict autocratic style of leadership, little
empowerment, minimal communication.
Soft HRM: In this employees are treated as most important resource and a source of Competitive
advantage. Employees are individuals their needs have to be planned accordingly. In M&S this
approach is used for focus on employee needs, rewards, roles and motivation.

P2: Strength & weakness of different approaches to selection & recruitment
Recruitment is a process ODF creation of talent pool so that applicant can be invited to
apply for different job positions (Budhwar and Mellahi, , 2016). There are two basic sources of
recruitment along with its weakness and strength:
Internal sources of recruitment are those areas where a organisation is trying to fill vacancy by
use of referrals like promotion, transfers, employees. The vacancy can be filled by sources of
online recruitment as it is fast. It helps in saving of time & efforts.
Strengths of Internal Recruitments:
Accurate selection: In internal recruitment employer is already aware of the employee
capabilities so there can be a detailed evaluation of employee.
Adaptability: Employee dies not faces any issues related to adapting to new workplace
environment.
Motivation: Employees are motivated to enhance their present level of contribution as they are
encourage to increase their efforts.
Weaknesses of Internal Recruitments :
Limited choices: In case of internal sources of recruitment there is availability of limited choices
as there is no enhancement of new skill set in organisation.
Internal conflicts: There can be presence of internal conflicts as employee may feel high level
of dissonance.
External source of recruitment is a basic process of vacancy filling where new qualified
employees can be hired through employment agencies, walk ins and campus recruitment (Cooke,
Schuler and Varma, 2020). This source helps in new enthusiasm and new ideas in organist but it
is a time consuming process.
Strengths of External Recruitments:
competent candidates: There can be selection of most competent candidate as there is large
pool of options that are available for employer.
Fresh skills: There is enhancement of creativity and new skills in organisation apart from
existing workforce.
Weaknesses of External Recruitments:

 High cost: There is involvement of high cost that has to be incurred by the organisation
in hiring candidates from other external sources. Such as orientation cost of newly
selected candidate.
 Adaptability issues: Newly hired employees face issues of adapting to new environment.
Analysis: In M&S there is availability of both sources that are internal & external. There is use
of internal sources when employer feels that existing staff is competent in other situations there
is use of extremal recruitment sources.
Selection is a process that is concern with selection of a suitable Candidate by screening,
interviews, group activities for analysing employees according to available job role. There are
two main selection approaches that are used in Marks and Spencer:
Interviews: It is a process of selecting a right candidate by asking face to face questions for
obtaining of the information.
Strength:
Time saving: There is direct communication that leads to higher effectiveness in terms of saving
of time and proper analysis of competent employee.
Weakness:
Biases of interviewer: If interview is biassed whole selection process can get influenced and
incompetent candidate can be selected.
TASK 2
P3: Benefits of different HRM practices on employer & employee's
Learning, development & training:
Job workplace design: This factor is related to different factors that are part of workplace.
Some of them are discussed below: Reward management: extrinsic and intrinsic rewards from work
Intrinsic rewards includes personal growth, professional achievement and a pleasure of
accomplishment that arises from within in a individual.
Extrinsic motivation is based on tangible rewards that is external to a individual and is offered
by managers & supervisors in Marks and Spencer.
 The link between motivational theory and reward

There are different reward systems that are aimed at motivating employees. There can be use of
different motivation theories such as in M&S there is focus on adoption of Maslow need
hierarchy theory where there is use of five basic stages to identify employee particular need stage
and according to it further needs can be only source of motivation.
 Series of job design-job extension techniques:
There can be use of job design techniques according to two categories that are individual
employees or group of employees.
Benefit for employer: This technique is considered for dividing employees in two categories
that is employee groups and individual employees. In M&S there is use of job rotation so that
there is no focus of a employee on just one approach but there can be different job experience.
Benefit for employee: Employee can learn new sills according to changing job profiles.
Flexible organisation:
Type of flexibility:There are different types of flexibility, Functional flexibility is associated to
high level skills that are used for performing many activities that are part of core group pf
employees. Numerical flexibility is used for peripheral workforce and low skilled workers that
are part of labour market. Structural flexibility is a method that used as a structure of capacity
pattern for indicating the ability of system and responding to environment variability.
Model of flexibility:
Handy's model of flexibility is focussed on enhancing the workforce flexibility. This model is
based on three types of workers like core workers that are full time, permanent, central
production staff. Another is peripheral workers that are flexible, part tome or temporary. Third
is contact workers that are employed for a specific task and a certain time period. In M&S in
case of core workers there is no flexibility of time or any other functions.
Flexible working options
Benefit for employer: Flexible working options lead to providing peripheral and contract
workers higher flexibility at workplace that leads to higher job satisfaction.
Benefit for employee: Employees can focus on performing job roles with high motivation and
satisfaction level as there is higher flexibility in terms of time, duration, expertise.
Performance and reward:
Performance management methods are used for deciding rewarding and appraisal policies for
employees. In M&S there is application of management of objectives where manager &

employees are planning, organizing and communicating objectives in a specific appraisal period.
After setting of goals there is communication of objectives during a particular time period.
Types of rewards: There are different types of reward systems such as financial vs non financial,
performance vs membership based rewards and intrinsic vs extrinsic rewards.
Benefit for employer:According to a situation in M&S there is focus on using financial vs non
financial rewards. Financial rewards include better compensation and appraisal. Non financial
rewards include tags such as employee if month top hard working employees. That leads to
formation of policies according to employees contribution (Renwick, 2018).
Benefit for employee: Employees are highly motivated and they are willing to maximise their
Present level of contribution towards organisation.
Training and development:
 Differentiating development and training: Training is learning of basic skills & knowledge
that important for particular job where as development is related to individual growth of
individual (Ashton, 2018).
 Identifying training needs − The training gap: Training gaps are generally performance gaps
of employees that can be identified if there is high turnover, outdated processed and changing
technology because of poor performance.
 Types of training & evaluation of training: There are different types of training methods such
as coaching, mentoring, lecture training, instructor led training, role playing, groups
discussion and case studies training that can be used in a organisation according to
requirements. Evaluation of training: Training evaluation is a systematic process that is
concern with assessment of efficiency and effectiveness of different infinitives and training
programs. In M&S evaluation is done according to trained feedback and asking questions to
employees who have undergone this process.
Benefit for employer: Organisation like Marks and Spencer are working towards development
of executives so that there can be advancement of competence and knowledge of their employees
to perform their assigned roles & responsibilities.
Benefit for employee: Training and development opportunities are very helpful to assist a
employee in performing their job roles. This also leads to individual development that increase
their morale and there is reduced employee turnover.

P4: Evaluate effectiveness of HRM practises in organisational profit & productivity
In every organisation Human resource department helps in achievement of a Competitiv
advantage. Human resource assist organisation in enhancing its profitability so that there can be
achievement of higher growth (Berger, 2020). Marks and Spencer is focussing on use of
different employee performance management & monitoring approaches. Such as there is
application of 360 degree approach for purpose of managing employee performance:
360 degree feedback has four basic components:
Self appraisal: In this aspect there is evaluation of employee according to strength and
weakness. It is a self evaluation technique where there is Present skills evaluation according to
future requirement.
Subordinate appraisals: Employees are judged according to their communication and
motivational skills.
Peer appraisal: In this there is review of employee performance according to colleagues, peer
groups.
Superior appraisal: In this approach there is performance review by superiors according to
their achieved level of performance and future growth perspective. According to achieved results
there is development of training programs in Marks and Spencer.
Evaluation of HRM practices:
In M&s HRM practises assist a organisation in recruitment of employees , planning their benefits
and compensatory policies. There is negative impact on employees because of high controlling
and monitoring of employee performance.
TASK 3
P5: Analyse the importance of employee relations in respect to influencing HRM decision-
making
There are ample of laws and legislation for betterment of employees formulated by the
central as well as state government (Brewster and et. al., 2017)Human resources work for
success and growth of an organization. It is essential to apply rules and regulation imposed by
the higher authorities in order to maintain good and healthy relationship with employees. Some
of the important laws which is being followed by top management of Marks and Spencer are
elaborated below:

Health & Safety Law: According to this law it is the responsibility of managers to
assure that employees are getting healthy and secure environment at work place. There are
various heavy equipments, machines tools used in manufacturing process that may harm to
employees. This law is enacted by government to ensure safety of human resources from these
equipments. Management of Marks and Spencer takes accountability to protect employees and
their health while they working on heavy tools and machines. They ensure to provide a good,
healthy environment to human resources of the company.
Discrimination Act: This law was formulated by government to expose similar
opportunities to all employees and minimize the discrimination level prevails in an organization.
The main aim of this law is to reduce down the discrimination level at work space related to
factors such as gender, age, religion and others (Khan, 2017). In context of Marks and Spencer,
Mangers of company are strictly obey this law in order to create good and healthy relation
among the workers. By this way they are able to provide equivalent chance to all the employees
to demonstrate their potential and work efficiency.
Equality Law: As per this law there is fair and equal opportunities for all the human
resources who are working for the success of company. All employees should treat equally by
the managers and get monetary as well as non monetary benefits as per their potential. Mangers
of Marks and Spencer are able to provide equal opportunities, benefits to all the persons who are
associated with them and putting their efforts for sustainability and growth of company.
P6: Identify the key elements of employment legislation and the impact it has upon HRM
decision-making.
Emphasis of employees relation in influencing process of decision-making
Maintaining of healthy Employee relation is important for organisation because it helps
to achieve company objectives. Strong employee relationship develops healthy and safe work
environment. It helps in enhancing high productivity and human satisfaction. In context of Marks
and Spencer it is essential to maintain good relations with employee in order to feel positive

about identity, job as well as about being a part of such great entity. The relation between
employees and employers are discussed below-:
 Healthy relations are concern of firm because employees must be expecting of fair and
just treatment by management (Nguyen, 2016). It must be provide each and every
employee a fair treatment so it helps to increase productivity.
 Managing a healthy relation is necessary so that there is a continuous interaction between
employee and employer. There must be awareness about business policies, procedures,
and decision so employee motivated toward their assigned work.
 Healthy relation with employees helps to create friendly environment and it is convenient
to all level employees to easily approach management.
Employee grievance redressal-: In reference of entity, management provide safe and secure
working environment. It includes proper incentive, fair treatment, participation in decision
making, need and satisfaction. If management is not able fulfil their expectation then it is
considered as employee grievance (Patlasov, 2016). Management in M&S has set grievance
redressal department that is solving concern of employee and provide redressal form.
Employee engagement-: It is a process in which is related to employee satisfaction and is a
factor that drives performance. Relevance of M&S, Use a various strategy for enhancing
employee engagement programme so such aspects which is follow-:
 Encourage employee for given feedback. It is essential for employers aware of concerns of
employees and Hr. manager to solving concerns which is arises.
 Employee engagement helps in keep it interesting. In context of business, Make it more
challenging, assigning greater responsibility and also providing training programme so it
helps to enhance a knowledge. It is good for both firm as well as employees.

Discipline-: When employee behave according to norms and policies which is known as
discipline. Marks & Spencer have follow strict guideline regarding discipline that must be
meeting management expectations in terms of standard performance and behaviour.
Employee Stress-: It is a process in which employees fail to attain their own expectations
whether in term of personal goal, performance, career goal and self respect etc. It is refer as a
employee stress. Marks and spacer help employees to attain their own goals or objective in that
way to create friendly working environment (Webb, 2019). It includes sufficient work load, no
peer pressure and lot of promotional opportunity etc. All of things help to reduce stress.
Company also conduct various activities regarding employment development, involvement and
interaction.
TASK 4
P7: Application of HRM practises in work related context
Human resource practises are applied Spencer plied in organisation by considering of
aspects such as job description, job advertisement, person specification, interview questions that
can help in process of hiring & selection of employees (Wehrmeyer, , 2017). In Present case
there is discussion of Marks and Spencer as a retail brand using these practises for hiring a
suitable candidate for the post of a HR executive.
Job advertisement:
Job advertisement
HR executive required
A HR executive is required with necessary qualifications and skills to offer benefits &
incentives for achievement of specified business goals.
Company:
Marks and Spencer is a British multinational retail having headquarters in London. Main
specialisation of product includes home products, clothing and food segment.
The position
HR executive is required in Marks and Spencer for handling & managing the whole workforce
at various levels for achievement of laid business objectives.

Location
4, XYZ street, London
Job title- HR executive
Department- Human Resource
Responsible for- To perform all Human resource operations.
Job purpose- HR executive will be responsible for carrying all functions. They have to
undertake & update policies, rules, legislations & enterprise regulation.
Duties and responsibilities:
To develop recruitment & selection procedures.
Scrutinising of applications and rejecting not satisfying minimum criteria.
Adoption of a particular interview method
Selection of most suitable employee'
Qualification:
Completed graduation
Post graduation with specialisation in HR
Experience:
Worked as HR executive for a time period of at least one year
Person specification
Personal specification
Person Specification
 Post: HR
 Department: Human resource department
(A) : Application form, (I) : Interview, (R) : Role
Attributes Essential Desirable

Qualification & Experience  Graduation and post
graduation with HR
specialisation
 Experience of more
than one year
 Diploma courses in
managing teams
Skills or Abilities  Interpersonal skills&
Organisational skills
 Experience in HR for
at least one year
 software skills such as
excel, outlook etc.
 Experience of
managing and leading
a team
 Ability to teach others
 Timely assessment of
risk
Interview:

Interview questions:
Describe a situation where you have able to successfully solve a conflict?
What are some of the skills that can assist you in performing your job roles as HR executive?
Do you think you can be a assets to our HR department?
What has been best experience from your previous job experience?
Can you tell as a leader what is most preferred leadership style that you will adopt in future?

Conclusion:
According to the reference of above report it has been analysed that Human resource
management is an essential function of a company that should executed in an effective manner. It
helps in creation of good and healthy environment at work place. In the report it has stated that it
is crucial to apply HRM practices in order to enhance the productivity of employees and create
good relation with them. It assist the managers to formulate strategies and plans for functions
like Recruitment, selection, training and development to fulfil the future manpower
requirements. Along with this, it includes the laws such as Discrimination law, equity law,
Health and safety law for the upliftment and betterment of employees. It has been examined that
human resources management play a significant role to satisfy and motivate staff in order to
increase their work efficiency. It can be concluded that human resource management helps in
increasing the efficiency and potential of employees.

REFERENCE
Books & Journal
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technique using blockchain technology for industry 4.0.
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Ashton, A.S., 2018. How human resources management best practice influence employee
satisfaction and job retention in the Thai hotel industry. Journal of Human Resources in
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Berger, L.A., 2020. Talent Management: Handbook. MGH.
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Khan, H.A., 2017. Globalization and the challenges of public administration: Governance,
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Nguyen, T.H., 2016. Building human resources management capacity for university research:
The case at four leading Vietnamese universities. Higher Education, 71(2), pp.231-251.
Patlasov, O.Y., 2016. Transformations of labor markets theories in response to new trends in
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Webb, G.M. ed., 2019. Human resources management in libraries (Vol. 42). Routledge.

Wehrmeyer, W. ed., 2017. Greening people: Human resources and environmental management.
Routledge.