BTEC HND HRM: Scope, Effectiveness, Relations & Applications

This report provides a comprehensive overview of Human Resource Management (HRM) within an organizational context, specifically referencing Mark and Spencer as an example. It begins by outlining the scope and purpose of HRM, detailing key functions such as recruitment, selection, orientation, employee relations, and training and development. The report evaluates the effectiveness of various HRM practices in enhancing employee productivity and organizational profitability. It analyzes internal and external factors influencing HRM decision-making, emphasizing the importance of employee relations and relevant employment legislation. Furthermore, the report illustrates the practical application of HRM work-related practices, highlighting their role in fostering a positive work environment and achieving organizational goals. The analysis includes discussions on internal and external recruitment strategies, conflict resolution, and the role of HRM in providing informational resources to employees. The report concludes by summarizing the critical functions and benefits of effective HRM in driving organizational success.

HUMAN RESOURCE MANAGEMENT
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Executive summary
The HRM primary aim is to manage the people of the organisation and resolve any kind
of conflict that occurs. In addition to that, the HRM is responsible for the benefits of
employees in order to achieve the goals of an organisation. Moreover, the employee
productivity is done with the help of HRM. In this study, it focuses on the purpose which
aims to increase the productivity as well as includes the employees for decision-making
process. Moreover, there are three approaches for the recruitment process such as the
internal, external and third party. In the decision-making process, there is a direct
relationship with the employment relation and the employee legislation for the benefit of
the organisation. The main function of the HRM is to recruit and select the appropriate
employees for the relevant job role so that, it can give their best for the organisation
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Table of Contents
Introduction 3
Background of the company 3
LO1 Explaining the scope and purpose of human resource management 3
Explain the function and purpose of HRM [P1] 3
Explain the strength and weakness with the help of examples for recruitment and
selection process [P2] 5
LO2 Evaluating the effectiveness of key elements of Human Resource Management 7
Explaining how the various HRM practices can be helpful [P3] 7
Evaluating the various HRM practices for raising the productivity and organisational
profit [P4] 9
LO3 Analysis of external and internal factors 10
Analysis of the importance of employee relation for influencing HRM decision making
[P5] 10
Identify the key elements of employment legislation for HRM decision making [P6] 11
LO4 Application of Human Resource Management practices 12
Illustrate the application of various HRM work-related practices [P7] 12
Conclusion 14
Reference list 16
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Introduction
In any organisation, the HRM helps to maximise the performance of employees and
manage all the duties of the organisation. In order to make the organisation in the top
position, there is a requirement for proper selection as well as recruiting the employees.
The proper selection and recruitment of employees are mainly done with the help of
human resource management. In this study, there is a brief discussion regarding the
functions of HR for the development of an organisation. In addition to that, there are
showcases of the process of selection and recruitments as well as the rewards system
for all the employees. In order to have a positive employee relation in the workforce
environment, it is required for the help of HR. moreover, there is an external and internal
analysis of the factors of an organisation of their decision-making process. The Hr has
to perform certain duties and responsibilities for creating a good environment in the
workplace it is also discussed in here.
Background of the company
Mark and Spencer is the leading retail industry in the UK. They have 730 stores in the
UK and in 40 countries there are around 361 stores. Mark and Spencer are mainly
famous for their food products as well as luxury clothing. In the year 2017, there were
around 84,939 employees along with that there was a profit of around 115.7 million in
2017. Mark and Spencer have online stores as well where the customers can buy 24X7.
Mark and Spencer not only provide food and clothes but they also sell various electronic
goods as well. Moreover, Mark and Spencer are worldwide famous
(marksandspencer.com, 2017).
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LO1 Explaining the scope and purpose of human resource
management
Explain the function and purpose of HRM [P1]
A successful human resource management mainly creates a bridge between the
company workforce as well as the line management. The main purpose of HRm is to
increase the productivity within an organisation by simply optimising the effectiveness of
their employees. As opined by Ahlvik and Björkman (2015, p.500), the human resource
management has various functions as well that is helpful for fulfilling the objectives of an
organisation. The five major functions those are helpful are as follows:
Recruitment and selection - HRM main function is to select and recruit employees
those are having the potentiality to give their best for Mark and Spencer. As per Alves
et al. (2013, p.850), the recruitment and selection has much importance because it
helps to decrease the cost of mistakes like unmotivated, under-qualified employees and
so on.
Orientation - In the organisation, the main step is to help the employees to get adjusted
to the job and clear all the goals and objectives of the employee. As asserted by
Armstrong and Taylor (2014, p.55), the orientation programmer is conducted by HRM to
clear all the roles of employees.
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Figure 1: HRM functions
(Source: Armstrong and Taylor 2014, p.55)
Maintenance of good working condition - The HRM has the responsibility to make a
good environment for each and every people for the betterment of employee. The HR is
needed to motivate the employees as well as provide a financial benefit. In the view of
Brewster and Hegewisch (2017, p.101), the job satisfaction comes from the welfare of
employees.
Managing employee relation - In the organisation, employees are regarded as the
pillar. Managing the relationship of employees is a crucial function conducted by HRM.
As opined by Caligiuri (2014, p.70), the HRM has the ability to influence the work
outputs as well as behaviours. For example, in M & S the HRM plays a huge role in
terms of managing all the employees for achieving the target. In M & S the HRM is
much efficient for getting a positive employee relation.
Training and development - The training and development is the main function of the
HRM. As per Cooke (2014, p.890), the proper training and development help to
increase the performance of employees. For example, in M & S the employees are put
under training before make them appear for tackling the customers. The training is the
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main function performed by HR in M & S. In addition to that, the main purpose of HR in
M & S is to make a development in their employees for achieving the goals.
The motivation of the employees can be done with the application of Maslow's Need
Hierarchy as well as there can be the use of Guest comparative model as well.
Explain the strength and weakness with the help of examples for
recruitment and selection process [P2]
In the human resource management, planning and resources are the major methods in
the selection and recruitment of deserving employees. The process of selection and
recruitment is done with three approaches those are internal, external way and third
party.
Internal recruitment
In the internal recruitment process, the opportunity of an employee is filled inside from
the organisation. The main strength of internal recruitment is that when the position is
filled from internal candidates then it has a positive effect on the staff morale. As per
Cooke et al. (2014, p.230), the internal recruitment has a strength as it lowers the cost
of a company. The main weakness of internal recruitment is that sometimes the relevant
application is not found in this process. In addition to that, the employees those are
selected from internal recruitment sometimes can create conflicts as well. For example,
in Mark and Spencer, the internal recruitment can offer a chance to change the position
of a job. In addition to that, the company will be able to take the decision faster and
lower the cost as well. For example, in Mark and Spencer if they have internal
recruitment then it will be easier for them to take decision immediately. On the other
hand, M & S might not get the appropriate candidate for their organisation.
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Figure 2: Approaches to recruitment and selection
(Source: Cooke et al. 2014, p.230)
External recruitment
The main strength of external organisation is that it brings all new blood that denotes
new ideas which can be profitable. In the view of Delivery and Roumpi (2017, p.20), the
external recruitment has a huge range as it covers a huge area of demand in the job.
Moreover, there is some weakness as well such as it takes a long time for recruitment
of the candidate. Since the external recruitment is much more expensive and takes a lot
of searching for finding the correct candidate for the job. For example in Mark and
Spencer, if they use the external recruitment then it is possible that it can create a
problem among the existing employees as well as it will cost a huge amount of
recruitment.
Third party recruitment
From the external and internal recruitment, there is other recruitments approach it is
third party recruitment. The main strength of third-party recruitment is that it is helpful for
building the relationship between the candidates. The third party selects those
candidates which are up to the mark and send them according to their ability. As opined
by Donate et al. (2016, p.950), the third party is also to able to evaluate the employee
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for properly understanding of the qualification. There is some weakness as well such as
there is some hidden cost which is involved at the time of the third party. For example, if
Mark and Spencer use this approach of recruitment and selection then it will create a lot
of problem for selecting the correct candidate. In Mark and Spencer if they have the
third party recruitment process then it will decrease the tension from them to have the
appropriate candidate but sometimes it can create problem such getting the relevant
candidate. Moreover, for M & S the use of third party recruitment will automatically
increase their cost at the time of getting appropriate candidate.
LO2 Evaluating the effectiveness of key elements of Human Resource
Management
Explaining how the various HRM practices can be helpful [P3]
Human Resource Management has various responsibilities that are beneficial for the
management as well as employees of the organisation. The practices of HRM are
helpful for protecting the rights which makes sure that employees are properly
committed to the scope of employment. As opined by Koivisto and Rice (2016, p.2780),
there are some of the practices those are helpful for making an improvement in the
employees and management.
Training and development
The main practice of HRM is to help the employees in terms of training and
development that can be helpful to tackle any problem in the organisation. In the view of
Marchington et al. (2016, p.100), the training which is provided by the HRM gives an
opportunity for the employees in terms of gaining additional experience from tackling the
problem. In M & S if the HRM has put effective training and development programme
then it is beneficial for the organisation to achieve the goals as a whole team. In M & S
the training is provided by focusing on their respected production. The training is mainly
conducted by HR.
Conflict resolution
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The HRM helps to clear the dispute that is creating many problems for the organisation.
Moreover, the HRM helps the employees to interpret properly the policies and
procedures so that there does not occur any kind of inequality. As asserted by Meijerink
et al. (2016, p.230), HRM helps to resolve the matters such as inappropriate behaviour,
poor attitude and so on. In Mark and Spencer, there does not occur any kind of conflict
because their HRM has the ability to resolve any conflict between the team members.
The proper implementation of policies and procedures in the organisation is helpful for
not having any kind of conflicts.
Information resource
In Mark and Spencer HRM practices is helpful for providing the information regarding
the benefit of employees as well as if there is any kind of compensations. As per the
view of Mowbray et al. (2015, p.400), if there is a requirement of any personal
assistance of employee then HRM is needed to guide them. The source of information
in Mark and Spencer is much beneficial for the employees because it can provide
success for the organisation. The HRM in M & S is needed to be having a proper flow of
information within the organisation. The proper flow of information is mainly done by HR
among their employees who are helpful for both employees and the organisation.
Employee relation
Another practice of HRM is to create a good employee relationship with the
organisation. The HRM makes sure that there is no discrimination against the
employees and there is a friendly environment as well. According to Nankervis et al.
(2013, p.105), the HRM benefits the employees by assisting them with legal matters. In
Marek and Spencer, the practices of HRM are much beneficial for achieving the goals
for both the management and employees. In M & S there is a positive employee relation
because it makes them to be on the top position. The positive employee relation is
made with the proper working environment which is present in Mark and Spencer. If
there is a good bond between the employees then they will share information without
any hesitation. In M & S the HRM makes sure there is no discrimination between the
employees.
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If the methods are properly tackled by HRM then there will be a good relationship
between employers and employees as well make sure that they work together for
achieving the goals.
Evaluating the various HRM practices for raising the productivity and
organisational profit [P4]
The HRM practices have a relevant effectiveness in terms of increasing the productivity
as well as gaining profit for the organisation. The practices have the huge benefit of
helping to achieve the goals of an organisation.
Relationship of training and development with productivity and profit
The training and development are effective in terms of gaining productivity for the
organisation as well as attaining a huge profit. In the view of Sanders and Yang (2016,
p.210), the training is provided properly then the employees can solve any problems
within the organisation. In Marks and Spencer if, the training is provided properly by HR
then any problem can be solved within seconds that directly leads towards profit. There
is a direct relation between the development and training in terms of getting profit and
productivity for the organisation. Moreover, the HR is required to have a proper training
provided to the employees for getting profit for Mark and Spencer.
Employee relation for achieving profit and productivity
In an organisation to achieve the target there is a requirement of proper interaction
within a team and work together. As opined by Schalk et al. (2013, p.90), the relation
between employee is required to be friendly where there occur any kind of problem then
it can be solved quickly with the help of others. If the relation between employees is
good then it automatically creates productivity for the organisation. In Mark and
Spencer, the employee relation plays huge role for getting the highest profits. It is found
that in Mark and Spencer there is a good employee which is the reason for them to be
on the top position.
Achieving profit and productivity through conflict resolving `
Mark and Spencer can only get profit and achieve the productivity level if there is no
kind of conflict between the employees or employers. In the view of Sharma and Dhar
(2016, p.180), the organisation is conflict-free then it will be helpful for the organisation
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to get those profits which are marked. The productivity comes when there is provided
with a chance to every person for equal sharing of ideas. In Mark and Spencer the
resolving conflict is directly linked with getting of productivity and profit. The main
reason that they are the leading retail company in UK is because of their effective HR
who is able to resolve the conflict properly and helpful getting profit.
Achieving profit and productivity with proper flow of information
The information when it is shared properly then it can be helpful for the organisation to
work openly with the entire employees. As per the view of Tzabbar et al. (2017, p.140),
the information mainly contains the reward system, policies, procedures and so on. In
Mark and Spencer, the HRM properly provide the information in a correct manner then it
can be helpful for gaining profit and attaining the productivity for a long run. The proper
flow of information can be helpful for clearing all the doubts from the employees. In
Mark and Spencer, there is a constant flow of information between them which is helpful
for making them on the top position. In addition to that, the HR is able to provide the
information regarding their views is helpful for getting the level of productivity.
LO3 Analysis of external and internal factors
Analysis of the importance of employee relation for influencing HRM
decision making [P5]
The main success of any organisation is their employees. The employee relation is
helpful in terms of influencing the decisions making in HRM. When the employment
relationship is good then it is helpful for taking a positive decision for the benefit of the
organisation. The commitments from the employee relation in Mark and Spencer help
for gaining the productivity of an organisation. As opined by Van Dierendonck et al.
(2016, p.18), the decision cannot be taken alone for the organisational benefit there is a
requirement of the ideas from all the employees from the organisation. The good
relationship between the employees helps for taking the decision more quickly which
shows an effect upon the improvement of morality. In the decision-making process, the
employees properly understand the ideas those are needed for gaining importance for
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contributing to being on the top position in the competitive market. The proper
involvement of the employee minimises the gap which shows the productivity of the
company.
In Mark and Spencer, the employee's relation helps to take the decision without any
kind of conflicts between them. In Mark and Spencer, their employee relation is always
put on the top because they know that without the proper understanding of employees it
lacks from giving their productivity. In the view of Veloso et al. (2015, p.30), the decision
making provides the employee with an opportunity for giving their ideas. The more
relation between employees is good then it creates a positive working environment as
well those effects on taking the decision. The main success of the organisation comes
when there is a good relationship between the employees. On the other hand, there is a
requirement to a have a healthy relationship between the employees where anything
can be between them without any kind of hesitations.
Identify the key elements of employment legislation for HRM decision
making [P6]
In the organisation the employment legislation is helpful has an effective measure in
terms of taking any kind of decisions for the betterment of the organisation. In the view
of Xing et al. (2016, p.40), in order to have a productivity, the proper implementation of
the legislation is much required. There are some of the key elements of the employment
those are helpful in the decision making.
Wages and remunerations
The wages and remuneration are one of the main key elements of the employment that
has an impact on the decision-making process. In the opinion of Mowbray et al. (2015,
p.390), the employees are properly provided with the correct amount of wages then it
has a good impact upon the decision making for the organisation. In these elements,
there can be the use of Equal Remuneration act 1976.
Work condition
The proper decision-making deal with the employees those are working either is a good
or bad workforce environment. As per the view of Nankervis et al. (2013, p.65), an
organisation becomes successful when there is a good working environment for all the
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employees. The working environment is required to be equal to each and every person
or gender.
Health, welfare and safety
In an organisation, there is a high risk for employees regarding their health, safety and
welfare. In this element, there is the application of safety, health and welfare act 2005.
As asserted by Sanders and Yang (2016, p.216), in the company there is various risk
so, those are required to be tackled with the proper implementation of safety in the
working environment.
Social security
The social security in terms of employee’s obligations is required to be comprehensive.
When there is any kind of injury at the time of working then it is the need of social
security if the employees are secure then in the HRM decision making it can be helpful.
As per Schalk et al. (2013, p.85), the social security is increasing as per the acceptance
of the organisational developments.
The employee relation and employee legislation key elements have a direct impact on
the decision-making process. If the legislation and relation are appropriate then it will be
helpful in terms of taking any kind of decision for the benefit of an organisation.
LO4 Application of Human Resource Management practices
Illustrate the application of various HRM work-related practices [P7]
In the working area, there are various HRM practices which help for recruiting the
correct employee for the relevant post. There is a requirement of providing the correct
job specification for the post of sales and marketing managers.
Job Description
Sales and Marketing Manager
Post and job title
● Sales and marketing manager
Location
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● XXX
Working Hours
● 20 hours per week normally 4 hours per day
Purpose of Job
● To implement and create a PR and Marketing strategy
● Manage all the day to day work for marketing and sales assistant
Main responsibilities and duties
● To manage all the receipts and escalation of sales enquiries
● To monitor all the company's sales performance and KPIs
Curriculum Vitae
Full name - XXX
Phone no - XXX
Mail id - XX
Education
● PhD from XXX University May 20XX
● MS from XXX University May 20XX
● BS from XXX University May 20XX
Experience
● Intern at XX company from 20XX to 20XX
● 1 Year as an assistant sale manager at XXX company from 20XX to 20XX
Interview Question
1. How you manage all the customers?
2. What are the approaches to tackling the customers?
3. What is the role social media play in the selling process?
4. If you are hired in this position, what is the first thing that you will do?
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XXX Company
Dear XXX,
Offer of employment
It is to notify you that you are hired for the position of sales and marketing manager for
the XXX company. The compensation package is attached. Your posting will be done
on the main branch and you are directed to report to the CEO of the company.
If you accept this letter you will be singing for one year with our company. In order to
leave the office, you need to give 1 month notice period.
Yours truly,
XXX
At the time of doing all this job by the HR, there arise various problems such as to
conduct with the person those are involved in the departments and getting the correct
reply from them and so on. The HR has to manage all the duties and responsibilities at
the time of recruiting any person for the organisation.
Conclusion
From the above study, it is found that HRM has a major role to play in order to help the
organisation for achieving their goals and objectives. The main purpose of HRM is to
recruit the employees on the basis of their ability. In addition to that, there is a
requirement of the direct relationship between the employees in terms of HRM decision
making. There are mainly three types of approaches those are used for the recruitment
and selection process such as external recruitment internal recruitment and third party
recruitment. Moreover, there are some of the legislation those also have an impact on
the decision making. The HRM practices such as training and development and so on
have a beneficial impact on the decision making. For the company, there are strength
and weakness while using those approaches such some consume more money or
some consume more time and so on. In addition to that, some strength such as it
provides the relevant employees for the organisation.
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