BTEC HNC Business Unit 3: Human Resource Management Report

This report provides a comprehensive analysis of Human Resource Management (HRM) principles, focusing on workforce planning, recruitment and selection processes, and employee relations within the context of Marks & Spencer. The report delves into the purpose and functions of HRM, detailing the strengths and weaknesses of recruitment and selection methods. It examines the benefits of various HRM practices for both employers and employees, evaluating their effectiveness in enhancing organizational profit and productivity. The importance of employee relations in HRM decision-making is also discussed, alongside key elements of employment legislation and their impact. The report concludes with an application of HRM practices in a work-related setting, offering insights into how these strategies contribute to overall business success and employee well-being. The report is a student submission to Desklib, a platform designed to provide study resources.

HUMAN RESOURCE MANAGEMENT

Table of Contents
INTRODUCTION................................................................................................................................3
TASK1..................................................................................................................................................3
P1 State the purpose and functions of HRM related to workforce planning and resourcing an
organisation.....................................................................................................................................3
P2 State the strengths and weaknesses related to recruitment and selection..................................4
TASK2..................................................................................................................................................5
P3State the benefits of different HRM practices within an organisation for both the employer and
employee. ........................................................................................................................................5
P4 State the effectiveness of different HRM practices in terms of raising organisational profit
and productivity...............................................................................................................................6
TASK3..................................................................................................................................................6
P5 Importance of employee relations with respect to influencing HRM decision making.............6
P6 Key elements of employment legislation and its impact upon HRM decision making.............7
TASK4..................................................................................................................................................8
P7Application of HRM practices in a work-related context...........................................................8
CONCLUSION....................................................................................................................................9
REFERENCES...................................................................................................................................11

INTRODUCTION
Human resource management refers to the procedure of recruiting, selecting, inducting
employees. Under this process, there are also some levels which needs to be completed it includes
providing inclination, providing training to employees, evaluating the performance of employees,
deciding compensation and giving benefits to the employees. It is also a process of managing
people to achieve better performance (Anderson, 2015). Marks & Spencer is a famous British
multinational retailer company.
It was founded in 1884 by Michael Marks and Thomas Spencer in Leeds. Marks & Spencer
headquarter is in London. It is exclusive in selling clothes, home and food products. Marks &
Spencer is listed on the London stock Exchange. It has many stores in the United Kingdom and 361
stores spread across in more than 40 countries. In this report, its motive and extent of human
resource management has been considered in terms of fulfilling business objectives while
resourcing an organisation with talent and skills.
TASK1
P1 Determine purpose and functions of HRM in relation to workforce planning and resourcing of
business
The functions of Human resource management is a very chief part in the growth and overall
development of the organisation. The main roles of human resource management include
recruitment/hiring and selection, job design and job analysis, training and development of
employees, recompense and welfare, performance management, managerial relations and labour
relations. Marks & Spencer adopted a long-run strategy and friendly strategy for its large and
diverse workforce. They believed in a systematic approach to conduct their recruitment and
selection process on the basis of company's human resource strategy and equal opportunities goal
(Banfield and et. al., 2018). They have adopted some techniques in recruiting their staff which
include trainee management scheme, graduate management trainee scheme. Under job analysis
criteria, it is a method that focuses on those skills and behaviours that are required to successfully
perform a job. Marks & Spencer uses capability portray technique under this criteria. It will help in
identifying gaps in skills.
There are two kinds of training has been adopted by the company which include on-the-job-
training and off-the-job-training. On-the-job-training is a kind of teaching which is given by line
managers for the purpose of evaluating the employees performance and give feedback on their
strengths and improvement needs. Off-the-job-training include intranet, workbooks and workshops.
Through the use of intranet staff can find learning materials for the development of their technical

skills and their business competencies. Workbooks are also used by staff for open learning.
Workshops also help employees in developing their skills and competencies. Under employee prize
and welfare, company provides 20% reduction on all the store purchases except technology and
kitchen electrical products. A card has been given to the family member for the purpose of discount
who has been living permanently with the employee (Carbery and Cross, 2018). Company also
provides yearly gift scheme which is open to all employees in Head Office as well as in retail
management. Bonus targets are related to company performance and team. Marks & Spencer also
provides special discounts on holidays, leisure attractions, healthcare products and many more
products and services (Stone and et.al., 2015).
P2 Describe the strengths and weakness of recruitment and selection and their approaches
Recruitment and selection are two different process of completing their own task.
Recruitment is the procedure of finding out the candidate which is competent for the vacant
position and have interest in applying for those positions. Selection is the process of choosing the
right candidate from the pool of applications and offering them the job according to their skills and
competencies (Chelladurai and Kerwin, 2018). Recruitment and selection is designed for increasing
the employee strength to meet the employer's strategic goals and objectives. Recruitment is the
positive look for out an increase in the applicant pool while selection is the negative look for the
ways to reduce the application pool until the right candidate has been identified.
Marks and Spencer uses two methods of recruitment and selection which includes internal
and external recruitment and selection. By recruiting internally within the company which includes
advertising media either through notice boards or electronic media (Hecklau and et. al., 2016). For
example in house journals, corporate intranet etc. This method helps in gaining the advantage that
finding out the information about the particular candidate like about their abilities, attitudes, skills
etc, these are easily accessible. Under external recruitment, Marks & Spencer uses employment
agencies which provides temporary workers for one-off requirements. Marks & Spencer also uses
internet as their major factor in terms of their online recruitment agencies. Their websites enables
the person to apply online via their online application form.
Due to lack of investment in hiring of employees, training of new employees, the company
continuously losing its employees like product developers, food technologists and general design
team members. Proper steps have not been taken to retain their employees so that they can see their
future into their current organisation. If ideal employee does not get the selection then it will act as
a negative parameter in the organisation and it does not contribute in achieving the company's target
growth (Marchington and et. al., 2016). When Marks & Spencer uses recruitment agencies for the
purpose of recruitment and selection then the company has to bear cost if the employee does not

sustain for longer time with the company.
TASK2
P3 Define some benefits of HRM practices for an employee and employer
HRM involves a variety of practices which are functional, working, effective and how do
they influence employee's productiveness. Some of the best HRM practices which include
recruiting, creating favourable working conditions, compensation and benefits, on boarding
processes, access to knowledge and tools, employee retention and coaching and development
(Michael, 2019). Under recruitment, Marks & Spencer have adopted a fantastic recruitment
system. On the company's website, they have a careers section from where candidate can choose
their job according to their interest area according to the opening positions. They can register
themselves and apply for the particular position by creating their CV or uploading it. The company
provides healthy working conditions for all employees. This includes from access to clean toilet
facilities with respect to worker's dignity, to promoting and supporting the well-being activities. It
aimed at protecting the mental and physical health of workforce. It also includes taking adequate
steps to prevent injury and accidents. It not only helps employees but also to the employers that it
will create a great impression publicly as well as in the minds of employees that the company takes
care of them.
The company provides compensation and benefits to their employees by regularly reviewing
the benefits arrangements so that they can retain their employees. On the basis of performance
benefits have been given so that it could be free from bias or discrimination among the employees.
It will be beneficial for both of them that they can distribute the things from every aspect in an
ethical manner (Nankervis and et. al., 2019). Regarding the on-boarding facilities of Marks &
Spencer, the company provides employees with written and understandable information about their
employment conditions and working conditions including wages, hours and holidays. By giving
proper description about the joining facilities there will be not any confusion remained from both
the sides of employees and employers. Through the use of intranet, workshops and other activities
employees can build their technical skills, increase their knowledge and also can develop
competencies so that it can help in the overall growth of the organisation.

P4 Explain effectiveness of various HRM practices for raising organisational profit and
productivity.
HRM practices can play an important role in raising organisational profit and productivity. It
can be increased by workforce optimization initiatives. Through sound hiring initiatives HR can
increase the strength of an organization's people assets. Through employee engagement initiatives,
managing turnover and improved on boarding, HR can boost the productivity. With respect to the
company, the role of training & development is very important in SHRM (Noe, 2017). According to
the review of training & development, it was difficult to resolve the challenges and eliminating the
skill gaps of workers preventing them from increasing their performance. Career advancement
choices which are available to top performers within the workforce was usually aligned with long
term strategic development of competencies. Within the company, all recruiters have to engage
themselves in on boarding activities so that the employees can learn the skills which are necessary
for performing their job functions.
For increasing the effectiveness of HRM practices with respect to organisational profit and
productivity there are some proactive staff members within the company willing to achieve the top
performance. These staff members can seek development opportunities and become eligible for
higher positions within the organisation. In this way, organisation productivity increases from one
level to next higher level (Reiche and et. al., 2016). From the company's point of view, it is very
important to remove one-line vacancies and provision of transition opportunities. Otherwise
workers start leaving the organisation and continue their career advancement in other places or
other organisation.
Marks & Spencer also conducted programme named as Lead to Succeed which is aimed at
teaching leadership and innovation competencies. In this programme, the company's 350 most
talented senior leaders have been covered annually. Training is also provided to all those people
who are facing difficulties in their line of work. These people can get training from the experienced
one and also from their senior colleagues so that they can improve their competencies. These
training and opportunities can help in upgrading the overall productivity of the organisation.
TASK3
P5 Define the importance of employee relations in relation to HRM decision making
Employee Relation: Employee relation can be defined as it is the effort by the organization to
make a good, positive and healthy relationship with their employees.
Relationship between employee and HRM decision making: Employee involvement approach is
vital for the business's successful change, particularly in those circumstances where attitudes and

cultural change of soft approach is required. The changes have been done by the company for the
improvement of horizontal managerial structure and for the adoption of new strategies under new
business units. The focus of the company is on to generate profit and to emphasise employees
success on the departments (Stewart and et. Al, 2019). This has allowed Marks & Spencer to
control its strategies and to see where developments are required. To continuously monitor its new
approach while observing on future HRM problems. There is a positive relationship between the
employee and influencing HRM decision making. From the perspective of HRM it provides
flexible working hours to its employees and also employees who have completed their 1 year in the
company, they get some particular benefits. These benefits include employees have 20% discount
on whatever they have purchased from M & S stores, attractive retirement welfares, health and
dental care packages.
M & S has adapted the Guest theory of SHRM, they have invested in varied range of
education and development, retaining of exceptional workforces and innovation so that staff help in
assisting to develop through M & S firm. In this way, it gives motivation to employees to retain
with their current organisation for longer time duration. If M & S need long-term or short-term
turnaround in terms of achieving the employee skills that could be difficult because it has ended to
train and develop the employees and also end using of their old skills in 10 years as noted in a
study. The company has embedded those skills in their employees which makes them more
confident.
P6 Define key elements of employmee legislation and its impact upon HRM decision making
Employment Legislation:Employment legislation can be defined as the body of laws that
regulate the relationship between employees and employers.
Key elements of employment legislation: 1. Equal employment opportunity has been given to
everyone who is seeking for the job.
2. For better work environment, sexual harassment should be prevented.
3. There should be fixed working hours
4. There should be good working conditions for workers
5. Affirmative actions should be taken for favouring everyone
Employment legislation and its impact on HRM decision making: Marks & Spencer always
take care of its employment legislation and take particular steps so that it will not negatively impact
on HRM decision making. M & S employed only those people who are more than 18 years. Its the
responsibility of HRM also to create a positive working environment so that the employment

legislation provided by the company must be followed. The working environment should be in such
a manner that it should be free from any type of bullying and harassment where every employee has
to be treated in a decency and nice manner (Stone and et. al., 2015). The working hours should be
according to the national law or benchmark industry standards so that it will not hamper in the
procedural working of HRM decision making. According to the legislation, the total working hours
must not exceed 60 hours in a single week. Working hours can be exceeded in exceptional
circumstances. Providing safe, healthy, hygienic and clean working conditions for all employees is
one of the responsibility of HRM which covered under employment legislation. In this case, HR
should be proactive in taking actions and decision-making of providing work accommodation and
working conditions (Tung, 2016). Employment legislation also covered the point of favouring
everyone and it impacts on HRM decision making because it becomes difficult for HR to evaluate
the performance of the employee. And sometimes it creates the condition of discrimination among
the employees.
TASK4
P7 Depict the application of HRM practices in an organsiation
HRM Practices: HRM practices can be defined as the HR professionals manage the human capital
of an organization and focus on implementing policies and processes.
The best practices which include :1.Training in relevant skills
2.Providing security to employees
3.Selective hiring
4.Self managed and effective teams
5.Make information more accessible in easy manner
1. Training in relevant skills: Marks & Spencer develops its existing staff from within the
organisation by giving training to them. They recruit managers at three levels which
includes : 1. Trainee managers with A-levels undertake 24 months of training
2. 12 months of training of graduates who join the organisation from the university
3. Experienced managers who goes under training of 3 months.
3. Providing security to employees: The company take adequate steps for the protection of
their employees. They take adequate steps to prevent injury and accidents (Banfield and et.
al., 2018). They also provide appropriate protective equipment and suitable accommodation
facilities, first aid assistance, risk assessments and training.

4. Selective Hiring: First of all company identifies the need of the organisation then prepare a
job description accordingly. The best candidates are selected by evaluating the capabilities
of the candidates on the following basis which include : Meet specification, well prepared
for the interview, positive and enthusiastic, creativity, self-confidence, full utilization of
chance.
5. Self managed and effective teams: Under the company, the concept of inclusion of a shift
scheduling app in the teams platform (Wilton and et. al., 2016). This system is integrated
with back end workforce management system so that store colleagues can view their
schedule and also swap or add shifts they want.
6. Make information more accessible in easy manner: The company takes care about
providing such a website which is accessible to everyone and all age groups including the
disabled and visually impaired. They also provide navigation for screen readers, keyboard
navigation and text only browsers. They have designed the site in such a manner that it
gives the clear use and simple language to understand and also uses simple web
conventions. They also avoid the use of blinking elements and uses the validated HTML and
cascading style sheets.
Job Specification
Essential Skills:
 Excellent communication and persuading skills
 Proper knowledge of management
 Multi-tasking skills
Desired Skills:
 To receive and co-ordinate all the sales enquiries with the sales process of company.
 To make sure all the quotes and associated files that linked to an enquiry.
 To monitor sales of company through KPIs and sales performance.

Curriculum Vitae
Name: ABC
Email ID: abc528@gmailcom
Personal summary: I am working in a reputed company to use my skills and knowledge regarding
the development of professional career and add-on suitable contribution in daily activities that are
useful to achieve organisational goals and objectives.
Qualification:
 Bachelor’s degree in Marketing
 Master’s in Business Administration (Marketing)
Experience
 1-year experience in PQR Ltd in retail company as a marketing manager
 6 months’ experience as a supervisor in marketing department in JUR Ltd.
Skills:
 Excellent communication skills
 Creativity and team working skills
 Problem solving and marketing skills
Offer Letter
March 01, 2021
ABC
Next PLC.
England
United Kingdom
Dear ABC,
We are glad to offer you the position of Marketing Manager at Next PLC. We feel confident for
your contribution with your experience and skills towards the growth of our company.
According to our discussion, your starting date will be on April 01, 202. Please find the employee
handbook enclose that contain the medical and other benefits offered by our organisation.
Please confirm your acceptance by signing and provide company to us of this offer letter. We look
forward to welcoming you on board.
Sincerely,
HR Manager

CONCLUSION
It has been concluded from the above study that HRM plays a very important role in an
organisation. It covers the whole organisation from every perspective whether it is about
recruitment and selection, compensation and benefits, performance management, training and
development, managerial and labour relations, reorganisation, workplace grievances etc. It has also
been inferred that there is a positive relationship between the functions of HRM and workforce
planning. Every parameter of human resource management has its pros and cons but the focus
should be there to resolve all the issues pertaining to it. Both the organisation and employees enjoy
all the benefits of HRM practices which will help in achieving the organisational goals. HRM
practices also contribute in the overall productivity and profit of the organisation through its various
activities. The relationship between HRM and employee should be in positive manner so that from
both the areas contribution has been done in an effective manner. Human resource management also
uses national laws pertaining to their employees for the overall protection so that the employee can
work in their organisation without taking any risk and take care of their well being.

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