Functions and Purpose of Human Resource Management in Marks and Spencer

This document provides an overview of the functions and purpose of Human Resource Management (HRM) in Marks and Spencer. It discusses the strengths and weaknesses of various approaches to selection and recruitment. It also explores the benefits of HRM practices for both employers and employees, and evaluates the effectiveness of HRM operations. Additionally, it analyzes the relevance of employee relations in decision making.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
TASK 1............................................................................................................................................1
P1 Functions and Purpose of Human Resource Management, applicable in Marks and
Spencer........................................................................................................................................1
P2 Explain Weaknesses and strengths of various approaches to selection and recruitment.......3
TASK 2............................................................................................................................................4
P3 Benefits of various HRM practices within a Marks and Spencer for both employer and
employee.....................................................................................................................................4
P4 Evaluation of effectiveness of various HRM operations......................................................5
TASK 3............................................................................................................................................7
P5 Analysis of relevance of employee relations that leads to decision making..........................7
P6 Identification of key elements of employment legislation with its impact on HRM
decision making..........................................................................................................................8
TASK 4............................................................................................................................................9
P7 Application of HRM practices in work.................................................................................9
CONCLUSION .............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Human Resource Management is stated as strategic and effective approach in which
effective management of staff members are carried in a company. It basically refers to a
activities of human resource managers that are able to check it in company so that it has ability to
help them to determine problems or challenges that are faced by staff members in companies
and resolve them(Samara, Jamali and Parada, 2021). Hence it is a approach which is difficult if
companies have to build and gain competitive advantage and edge. As it is a quite important to
carry these practices so that employees should be managed in an efficient manner (Albrecht and
Marty, 2020). HR managers of companies are required to use various HR practices so that
companies are able to accomplish their aims and goals. This report is based on human resource
management of Marks and Spencer which is a British multinational retailer that deals in clothing,
home products on its own label. This report includes functions and aims of HRM that are
implemented to workforce resourcing and planning, strengths and weaknesses of various
approaches and method to recruitment and selection, advantages of various benefits of HRM
practices in company for employee and employer, evaluation of HRM practices in increasing
company's profits and productivity, relevance of employee relations in decision making,
elements of employment legislations and its impact on decision making, applications of HRM
practices along with its conclusion.
MAIN BODY
TASK 1
P1 Functions and Purpose of Human Resource Management, applicable in Marks and
Spencer.
Motive of human resource management: There are various methods that are to be used
and applied by human resource department so that they are able to resolve various issues of
companies. In terms of Marks and Spencer, company adapts HRM is a strategic approach which
is being applied by company to accomplish competitive advantage with various application of
strategic deployment of employees that are committed and are able to perform all operations and
tasks that are allotted them (Lozano-Reina and Sánchez-Marín, 2020).
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Functions of human resource management: There are various functions of HRM that
could help in carrying business activities effectively. In terms of Marks and Spencer various
functions of human resource management are as follows: Selection and recruitment: Recruitment has been defined as a approach of determination
of potential candidates for a right job. While selection has been defined as a use of
various kinds of parameters or metrics so that candidates could be analysed and
screened in an effective way prior they are appointed for a specific job profile in
company. In terms of Marks and Spencer it is role of HR department which are capable
to perform both selection and recruitment to select best candidates performing various
roles and duties. Orientation: In companies, Human Resource has a role of carrying and carrying
orientation way for new joiners. As in this method, new candidates are expected to
become relax in their working culture of every company and hence by this method
company will be able to perform effectively in their defined roles and could be valuable
to company by their duties. In terms of Marks and Spencer, company's HR department
has a role duty and responsibility to carry orientation in order to make new employees
comfortable in company's workplace. Managing employee relations: HR department of companies implements this function
in their company's operations to manage and maintain employee relations (Cullinane and
Donaghey, 2020). In terms of Marks and Spencer it is essential for company to maintain
and manage employee relations with their employees and workers so that a proper and
systematic coordination and cooperation can be properly carried .
 Development and training: Human Resource department of companies has to carry
function of development and training for enhancing personality or efficiency of
employees. In terms of Marks and Spencer, HR department of company is capable to
carry this function and ensures that best training and efforts are provided to its
employees and workers so that they will be able to perform their job roles with their
higher efficiency.
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Hence, HR department of Marks and Spencer has a particular motive and is able to perform,
determine and attain its challenging aims as well as objectives without having problems and
issues.
P2 Explain Weaknesses and strengths of various approaches to selection and recruitment.
Approaches of recruitment: There are generally two approaches to recruitment by
which companies can hire effective candidates for their companies. In terms of Marks and
Spencer, various approaches to recruitment are as follows:
Internal sources:
In this sources, Human Resource department of capable is able to determine talented and
effective candidate within company and promote them to top role in company. In terms of
Marks and Spencer, company could make use of internal sources so that they are able to save and
reduce expenses on recruitment and could appoint skilled employees for their roles.
Strengths:
 These sources could benefits in saving of expenses for company. By using internal sources a company is able to have talented job applicants
Weaknesses:
 This approach is not effective for company due to it could it create a biased method in
selecting applicants for various job profiles (Crane, and Hartwell, 2019) .
 When this method is applied as it could lead to have resentment among employees due
due to workers who are not considered for a particular duty that could feel resentful.
External sources:
In this source of recruitment, Human Resource of company keeps working on recruiting
externally. In terms of Marks and Spencer, HR manager of company provides an opportunity and
chance to be able to determine from wide area of available applicants and hire best suited job
applicant.
Strengths:
 By using this method, HR managers are capable to decrease inner politics in company
that could occur among colleagues.
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 When this method is used Human Resource managers are capable to be equal and fair in
their policy of selecting staff members.
Weaknesses:
 As When HR department hires using outside sources it results to a wide time
consumption.
 HR department of company could occur expensive costs when these sources are applied
and therefore it results to higher expenses.
Approaches and methods of selection: There various approaches of selection that helps
managers of company to find relevant candidate.
Written test:
Implementation of this method could be made by that overall skills or aptitude of
applicants are judged. In terms of Marks and Spencer, HR department of company are capable
to have its use so that they have potential to judge skilled employees in an efficient manner
(Cascio, 2019) .
Strengths: With this approach it is applied to it could benefit Human Resource department to
determine whole aptitude of applicants before hiring applicant for a specific role.
Weaknesses:
 Use of this method is time taking in nature and hence it takes time for choosing job
applicant.
TASK 2
P3 Benefits of various HRM practices within a Marks and Spencer for both employer and
employee.
As when HR department of company is able to adapt right and accurate HRM practices it
leads to various benefits. In terms of Marks and Spencer, benefits of using various HRM
practices in relation to employees and employers are as follows:
For employers: Solving various problems: When HRM are carried in company with determination of
various kinds of problems that could be done. As in Marks and Spencer, HR department
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of company is capable to solve issues of employees by making implementing of right
HRM practices. Helps in motivating employees: Human Resource Management practices are beneficial
for company to helps them in creating motivation of workers. In terms of Marks and
Spencer, HR department company carries a advantage in implementing them as it could
benefit them in motivating workers and deriving best performance from them(Hirsch,
2019) .
 Accomplishment of objectives and objectives: As when accurate Human Resource
Management practices are used HR department of company provides with benefit of
accomplishing various types of goals and as well as objectives. In Marks and Spencer,
this HRM practice proved to be a benefit which is designed for HR managers.
For employees:
 Good concentration in work: As When accurate HRM operations are applied in
company it helps in enabling staff members to concentrate in a good manner on their
work. For workers and employees of Marks and Spencer this is a merit to perform
their job role worth efficiency.
 Building of good relations: It is important which is effective HRM practices are
applied in company as it helps employees to be capable to create good relations with
HR department. In terms of Marks and Spencer, it creates a benefit for its workers.
P4 Evaluation of effectiveness of various HRM operations.
Human resource management have various level of effectiveness in carrying company's
operations. There is an effectiveness in relation of raising company's profits and productivity in
terms of Marks and Spencer are as follows: Giving security to employees and workers: HR department in company could focus at
have security and safety to employees by enabling them that their profiles are safe
(Lohaus and Habermann, 2019). If as HR managers of Marks and Spencer could adapt
this operations then it could be ensured that workers and employees feel relaxed and safe
about their jobs and could perform effectively.
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 Self effective and managed teams: For companies, Human Resource section has to make
sure if it could design managed and effective team. HR department of Marks and Spencer
could benefit from this as employees and employees will be capable to accomplish their
challenging goals. Selective hiring: In various companies, HR department can monitor that they could
selectively hire job candidates in company by identifying their talent and skills. In terms
of Marks and Spencer, HR department should hire skilled applicants that can be
beneficial for company. Providing Training in required skills: In various companies, there is an relevance of
training for skills for its staff members. By checking this training, HR department of
Marks and Spencer is capable to ensure that skills of its staff members and employees
should be constantly developed. Accessibility of data and information: In HR departments of companies that, there
should be efforts to check that data is easily available (Snel and Cremer, 2020). In terms
of Marks and Spencer, HR department of company is required to make data accessible to
employees and workers. Creating flat organisation: HR department of various companies should focus to
creating and designing a flat organisation in which every employee is stated valuable. In
terms of Marks and Spencer, HR department should focus for it to be capable to enhance
a better and proper work culture inn company that is positive in nature.
 Fair, equal and performance based compensation: In companies, it is duty and duty of
HR department to be equal and fair performance based compensation to its staff
members. This practice could check that HR department in Marks and Spencer is able to
make payment of right and fair compensation to workers.
There are various HRM practices that could be used by company in order to raise
company's profits and productivity. In terns of Marks and Spencer, company is highly skilled in
terms of its HR practices that helps in generating revenue growth and profits margins of less
capable for its business practices. For that there should be motivation and performance
management in its business process that results in having effectiveness in company. As
Motivation is referred as a process which initiates, guides and maintains aims oriented
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behaviours. It basically consists of biological, emotional, cognitive and social forces that helps
in activating behaviours of employees. Whereas performance management is referred as a
corporate management tool which helps managers in monitoring and evaluating employees. Aim
of performance is to design an surroundings where employees could perform to their best of their
abilities to produce high and effective quality.
TASK 3
P5 Analysis of relevance of employee relations that leads to decision making.
Term employee relation is used to define and building relations among employers and
employees. Employees relations are essential to be maintained for company as it helps
companies to be capable to form good relations with their staff members and employees that
makes sure that they work in a proper and systematic manner which are able to accomplish goals
and objectives. In terms of Marks and Spencer some of relevance of maintaining employee
relations in influencing HRM decision making are as follows: Enhancement in morale: Building of better relations towards employees is quite
beneficial in enhancement of morale of workers. Hence with an enhanced morale
workers can have better inputs for making of various decisions (Helms, 2021) . Thus
decision-making in HRM in Marks and Spencer could be influenced because of
enhanced morale of staff members as with an improved morale employees will be in a
proper profile to work according to HR departments' s expectations . Employee satisfaction: Building of good relations with staff members and employees is
difficult from point of view of companies to enhance employee satisfaction(Prasad,
2020). This can result to influencing of HRM decision-making in Marks and Spencer as
the Human Resource department will be capable to ensure that satisfied staff members
are capable to have their ideas through decision-making process. Decrease in conflicts: Through good relations among workers, employees and HR
department carries conflicts among them are also decreased. Therefore for Marks and
Spencer, this can check that HRM decision-making is influenced due to less conflicts
will result that HR managers will be in a better situation to take decisions after taking
consultation with employees of company.
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 Productivity of employees: As when good employee relations are build with staff
members in companies this could results to an improvement in employee productivity
level. In terms of Marks and Spencer, this influences HRM practices in decision making
due to productive employees helps in accomplishing objectives and goals which are
planned for them that could benefits HR department in having proper applying of
decision that they have taken.
Hence from above project it could be stated that building of good relations with staff
members and employees is important element for Human Resource department as it lets them to
make effective decisions.
P6 Identification of key elements of employment legislation with its impact on HRM
decision making.
There are various employment legislation act that creates an impact on human resources
management practices in decision making.
Employment Legislation Act 1996: This legislations act was passed by parliament of
U.K. As in year 1996. it is one of essential acts that identifies different rights of employees in
companies for which they are performing (Salin and Notelaers, 2020). These various
components in this act and influence they take decision making are as follows: Unfair dismissal: This legislation act has strict provisions towards unfair dismissal of
employees and staff members in a workplace. Therefore in terms of Marks and Spencer,
company's HR manager requires to consider this factor and ensure that decisions
regarding dismissal of an employee is performed according to provisions of law. Redundancy: It defines to a state where an employee is no longer needed as is not useful
for company. Act has various provisions regarding it. hence if HR department of Marks
and Spencer wants to fire an employee because redundancy it requires to make sure that
it considers its various legal rules and provisions.
 Employment contracts: In this act, company should be capable to have employment
contracts to its employees and staff members (Thakur and Mangla, 2019). Thus HR
manager of Marks and Spencer is required top management makes decisions accordingly
and provide employment contracts to their employees.
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Employment relations act 1999: This act has various provisions that is needed to be
stated by HR department of company before making decisions(Manzo and Devine-Wright, 2020)
. Some of components of employment relations act are as follows: Trade union De recognition: According to act, there are various provisions for de
recognition of trade unions. Thus if Human Resource sections in Marks and Spencer is
needed to make actions regarding same then they require to take into consider law and
take important actions(Jyoti, 2019) .
 Industrial actions: This act has provisions towards industrial actions. In terms of Marks
and Spencer, HR department of company has to taken into consideration various
important actions which company is making according to law.
TASK 4
P7 Application of HRM practices in work.
HRM practices in Marks and Spencer:
These are practices which is followed by company so as to make better understanding
within employee by which it is easy to gain more success and development systematically
(Ainslie and Huffman, 2019). Human resource management of Marks and Spencer should have
to ensure that all its employee become satisfied by which long term objectives are conceived in
easiest and flexible changes are addressed.
In terms of HR of Marks and Spencer they have developed a strategic planning and
followed it in order to achieve certain goals and objectives. It also modifies performance
management and in this sufficiency to increase profitable changes are increases. It is required
that company should manage demand and requirement of employees and workers to ensure that
they get satisfied as it is only way from which more profit is achieved(Sherman and Morley,
2018).
Job Description
Job Details
Designation : Marketing Manager
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Company : Marks & Spencer
Job role
Manager should be able manage different duties and responsibility so by making
marketing initiatives. Manager should be able to conduct market research and implement
different strategies and planning to oversees promotion and campaigns. The candidate
also able to manage market positioning of company products and services.
Roles & Responsibilities
 To increase brand awareness.
 To generate leads.
 To attract more customers and manage market performance.
Job Specification
 Profile: Marketing Manager
 Designation: Human Resource department
 Key: It shows what is needed as an Proof:
 (R): Request form, (I): Interview, (R): Role
Attributes Important Desirable
 Experience and
qualification
 Qualified in recognised
university
 Having more that 2 year
experience in similar field
 Strong interactive skills
 Better experience
in marketing
management
 knowledge and
skills
 Amended emblematic skills
 Effectual social skills
 Conduct
marketing in
sustained manner
Offer Letter
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Mr./Ms,
Address
City, State Code
Dear,
Wishing from Marks & Spencer!!!
Company is highly attracted by your talent and interview performance. Marketing manager
position is offered to you and it is proper full time job where you have to perform 30 hour/ week
with the salary of $60,000/ year.
This is an employment letter which is offered to you at 15 Jan 2021 and with this you get other
facilities also.
If it is accepted by you then reply us within 3 days and comes at the joining with all your
accurate original documents and IDs for verification and documentations.
If you have any problem please feel free to contact.
Sincerely,
First-name,
Director,
HR
Marks & Spencer
____________
I hereby accept marketing Manager, marketing department position.
_____________________________
Signature _____________________________
Date ----------
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CONCLUSION
From the above report it has been concluded that HRM is defined as a process by which
staff members of a specific company are confirmed in a systematic way. It is important for
companies to have human resource management in their operations so that they are able to
accomplish company's goals and objectives on time. It refers to a particular purpose and
functions, various approaches to selection and recruitment. Human resource management has its
own merits for employers and employees as these operations are effective in terms of gaining
company's profit. Employee relations are essential and could influence decision making in
HRM, employment legislations that could design an impact on HRM decision making. There is
also a brief explanation about various HRM practices that could be done by carrying job
advertisement, job description and offer letter.
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REFERENCES
Books and Journals
Ainslie, P.J. and Huffman, S.L., 2019. Human Resource Development and Expanding STEM
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associations with employee engagement, affective commitment and turnover
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681.
Cascio, W.F., 2019. Training trends: Macro, micro, and policy issues. Human Resource
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interaction between human and social capital. Journal of World Business .54(2). pp.82-
92.
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voice. Edward Elgar Publishing.
Helms, M.M., 2021. Encyclopedia of management. Thomson.
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Lohaus, D. and Habermann, W., 2019. Presenteeism: A review and research directions. Human
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Manzo, L.C. and Devine-Wright, P. eds., 2020. Place attachment: Advances in theory, methods
and applications. Routledge.
Prasad, L.M., 2020. Principles and practice of management. Sultan Chand & Sons.
Salin, D. and Notelaers, G., 2020. Friend or foe? The impact of high‐performance work practices
on workplace bullying. Human Resource Management Journal .30(2). pp.312-326.
Samara, G., Jamali, D. and Parada, M.J., 2021. Antecedents and outcomes of bifurcated
compensation in family firms: A multilevel view. Human Resource Management
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Thakur, V. and Mangla, S.K., 2019. Change management for sustainability: Evaluating the role
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