Comprehensive Report on HRM Practices at Marks and Spencer (HRM)

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Marks and Spencer (M&S), a British multinational retailer. It begins with an introduction to HRM and an overview of M&S, highlighting the purpose of the HR function, which includes managing the employee lifecycle, staffing, training and development, compensation, and employee relations. The report critically evaluates different approaches to recruitment and selection, differentiating between external and internal sources, as well as the various selection methods. It then examines the benefits of various HRM practices for both employers and employees, such as workforce planning, training and development, flexible working, and performance rewards. The report further explores how HRM practices can increase organizational profit and productivity, particularly focusing on compensation, training sessions, and the recruitment process. Employee relations are analyzed, emphasizing the importance of maintaining healthy relationships to enhance employee satisfaction and productivity. Key elements of employment legislation and their impact on HRM decision-making are identified. Finally, the report illustrates the application of HRM practices within a work-related context, concluding with a summary of the key findings and recommendations.

3 HRM

Contents
INTRODUCTION......................................................................................................................3
Overview of an organization..................................................................................................3
Purpose of HR function..........................................................................................................3
Different approaches of recruitment and selection................................................................4
Benefits of different HRM practices for both employer and employee.................................6
Different HRM practices in term of raise organizational profit and productivity.................6
P 5. Analyzing the the importance of employee relations in relation to influencing HRM
decision making.....................................................................................................................7
P 6. Identifying the key elements associated with the employment legislation and impact it
tends to have upon HRM decision making............................................................................8
P 7. Illustrating the application related with the HRM practice within work related context.
................................................................................................................................................9
CONCLUSION........................................................................................................................12
REFERENCES.........................................................................................................................13

INTRODUCTION
Human resource management (HRM) is a practice which is used to manage people in
order to attain better performance. Such that to hire people into business, company has to
comply with proper procedure and this is possible through HRM. Moreover, the current study
is also based upon Marks and Spencer (M&S) who deal under retail industry and offer range
of product and services at different country. The present study will help to determine the
purpose of HR function along with key roles and responsibilities. Further it also critically
evaluate the approaches of workforce planning, recruitment and selection and examine the
importance of employee relationship by using range of practices. Moreover, study will further
determine the key element of employment relationship and illustrate the application of HRM
practices by using different examples.
Overview of an organization
Marks and Spencer is a British multinational retailer whose headquarter is in London
and specialize in selling clothing and different home product. Company deal it products at
different country and that is why, it has strong HRM who support the business to improve its
operations (Ahammad, Glaister and Gomes, 2020). Moreover, there are more than 80000
employees working at different location and that is why, there is a need to have a strong
HRM practices which assist to sustain the brand image of a company at international level.
Purpose of HR function
Purpose of HR function is to manage the employee life cycle and administrating
employee benefit and hence they are responsible for workforce planning and recruitment.
Such that by employing employees, meet the staffing needs, compensation, benefits
performance appraisal, law compliance etc, Apart from it, they also provide training and
development session to their workers with an aim to improve the performance of an
employee (10 function of H,. 2020).
The best fit is a contingency approach while best practice is a universal approach.
Also, best fit is based upon the premise which pick the most effective HR policies and then
practices are matching them in appropriate manner so that employees enjoy the positive
environment of a company. So M&S uses both strategy in order to improve the performance
of a company and meet the need of employees in order to attain its goal.
Roles and responsibilities of HR Function

 Staffing: It is all about hiring new talent by using different technologies in order to
meet the need of a company. HR of M&S hire employees full time and part time, or
contract basis that assist to improve the results.
 Training & Development: Another important function in which HR provide regular
training and development session to their employees. So that it will help to improve
the performance of a company (Kianto, Sáenz and Aramburu, 2017).
 Compensation: Salary and benefit are also within a scope of HR and it also provide
chance to improve the overall performance of employee. For example, benchmark are
set that assist to identify the standards for a given job, negotiating group health
insurance etc. Employee and labor relation: Coordinating with unions and mediating disagreement
between organization is also core of HR function and M&S also perform range of
activities in order to improve the results.
Different approaches of recruitment and selection
Approaches of recruitment: It is the process of outsourcing the employees with an aim to
recruit the best employees who support an organization to meet the define aim. There are two
types of approaches such as:
External source: It is the process through which employees are hire externally. Such
that through advertisement, print advertising, social media in which job seeker read the article
or blog that help to contact within selected organization either online or offline (Macke and
Genari, 2019). Hence, online recruitment is has also change the nature of talent search in
which CV decides whether the candidate is eligible for the selected organization’s vacant
position or not.
Internal source: It is useful for filing a vacant position through internal mode. Such
that through promotion, job transfer etc, This strategy support the efforts made by employees
in order to strengthen the succession planning. With the help of such strategy, company is
able to identify and develop existing employees for future senior vacancies (Guest, 2017).
Selection: it is the method through which HR of a company select candidate after qualifying
many test. Hence it is the process of identifying and hiring applicants in order to fill the
vacancies in a firm.

 Preliminary screening: In this process, recruiter start screening the resumes in order
to determine the applicant is suitable for the vacant position or not. Employers
determine sufficient interest based upon number of applications the job is posted
(Tang and et.al., 2018).
 Telephone interviewing: A first round of interview in which recruiter gave an
opportunity to find out whether the candidate is interested in job or not. It is used in
Small business that confirms whether the applicant has a requisite qualification.
 Interviews: Structured interview is most effective type of interview which identify
the key requirement of job. Under this range of questions are asked that help to
identify the candidate is best fit for open position or not.
Particulars Advantages Disadvantages
Recruitment  Reduce time to hire
 Strengthen the employee
engagement
 The cost is less as compared
to selection
 Internal recruitment boost the
employee morale and help to
retain top talent
 External method is more
expensive and time
consuming.
 Whereas, internal method
may limit the number of
potential candidates
(Chelladurai and Kerwin,
2018).
 Sometimes it may lead to
workplace conflicts.
Selection  Reduce the time and efforts
 Assist to avoid the biasing
while recruiting right
candidate
 Eliminate the candidate who
lack knowledge and ability
(Turulja and Bajgoric, 2018).
 The method is unreliable
and its wrong use may
affect the entire business in
opposite manner.

Benefits of different HRM practices for both employer and employee
Workforce planning: M&S uses different policies in order to improve the working
environment and these support both employee as well as employers. Such that internal
promotion is a good tool for those employees because they are eager for their promotion.
Whereas, through external process of recruitment, employers are benefited because they get
new talent pool which in turn assist to lead high and strong employee relation.
Training and development: Company also offer T&D program which is considered
among best practices. Through training, employees are benefitted by strengthening their
skills, knowledge and behavior through which they face any challenges (DeCenzo, Robbins
and Verhulst, 2016). Whereas, trained employees are capable enough to perform and
contribute in proper manner. So that it assist to generate the profit for organizational growth.
Flexible working: with the help of flexible working environment company is able to
support both employee and employers. Such that sometimes it is not easy to manage both
personal and professional life and that is why, HR offer flexibility. Through this, employee
perform the work as per their flexibility. On the other side, employers generate strong relation
with the employees that help to meet the define aim (Santhanam and et.al., 2017).
Performance and reward: Company’s staff members are likely to receive rewards
from a firm and it also keeps them motivated throughout the organizational premises.
Therefore, it allows employees developing their skill and increase the performance as well.
On the other side, it is also beneficial for employers because they invest lot of time with an
aim to increase the performance and generate best outcome in better manner.
Different HRM practices in term of raise organizational profit and productivity.
HRM practices are basically designed in order to support a firm to increase the
performance and productivity. In the same way, M&S uses range of practices in order to
enhance company’s performance along with productivity. For example, compensation and
reward system keeps motivates the employees and this in turn encourage employees to meet
the define aim. It is also realize that motivated employees are been able generate more
amount of profit in business and this directly support productivity and sales as well (Al Ariss
and Sidani, 2016). In addition to this, it is also analyzed that with the help of organizing
effective training session for employee, company is able to improve the skills and
competencies among employees and this in turn helps to support the business to meet their
define aim and objectives in better manner. For example, in M&S, HR organize the training

session at quarter basis and this in turn improve the results so that they raise organization
profit.
On the other side, through recruitment and selection process company select and
recruit the most eligible candidate and tries to fill the vacant position. Hence with the help of
this strategy, company is able to meet the target and sustain a brand image at international
level. Therefore, it is stated that with the help of this practice, M&S increase sales and
productivity which in turn raise the performance level as well (Barrena‐Martinez, López‐
Fernández and Romero‐Fernández, 2019). Apart from this, by offering flexible working
environment to their employees company is able to provide comfortable environment to their
employees and this in turn improve the results in positive manner. That is why, adopting such
policies will help to make the employees happy and this in turn improve the performance as
well. That is why, organizational policies and HR practices are directly creates positive
impact upon productivity and performance.
P 5. Analyzing the the importance of employee relations in relation to influencing HRM
decision making.
Maintaining healthy employee relations within the company is considered to be of
prerequisite importance because it leads to the success of the company. Strong employee
relations leads to higher degree of employee satisfaction and productivity. However,
employee relation is mainly associated with dealing avoiding issues which mainly concerned
with the work scenario of the company. However, strong employer relation leads to safe and
healthy work environment and leads to high commitment of employees (Armstrong and
Taylor, 2020). Good employee relations tend to signify that employees within the company
are satisfied with the job profile and highly motivated. Effective degree of employee relation
eventually leads to higher degree of decision making and is useful for better decision-making
and improved business performance. It helps in performing all the task with high degree of
accuracy and significance and raise the overall productivity level of the employees within the
Marks and Spencer’s company.
Offering significant career development plan in turn is considered to be of higher
importance to improve the employee relations (Bratton, and Gold, 2017). This is considered
to be as one of the key prominent measure in improving the business relations and attain
higher operational efficiency. Also, improving the communication and also providing with
the positive set of feedback is of utmost degree of relevance in improving the employee

relations within the Marks and Spencer’s company. However, open dialogue and the clear set
of employee communication is significant in avoiding confusion among the employees and
reduce unnecessary stress levels. It is of crucial importance for the employees of the company
to feel valued and carry out the business with high degree of accuracy and relevance.
Appreciation within the workplace helps in motivating the employees and leads to great
degree of operational efficiency and business performance. Inspiring and rewarding
employees for the various achievement associated with the employee goals is considered to
be of key relevance importance. This is one of the key significant approach which tends to
effectively align with the business goals and personal values. Also, offering apprenticeship
program to the employees and rotational training is of key significance importance to
improve the business performance and leads to higher operational goals and efficiency to
maintain employee relations within the Marks and Spencer’s company. Promoting healthy
work – life balance helps the employees effectively maintain the personal as well as the
professional life of the employees. This is significant in effectively encouraging great degree
of loyalty among the customers and also leads to strong employee engagement. Using
effective software is useful in streamlining the redundancy and effectively eliminating the
mistakes. It is one of the great approach to improve the employee relations within the
company.
P 6. Identifying the key elements associated with the employment legislation and impact it
tends to have upon HRM decision making.
Employment law is useful in regulating the relationship between the employees and
employers within the organisation. It is useful in governing what the employers can expect
from this noise and also what the employers can take favour from the employees in order to
do the right work. Employment law is considered to be significant in protecting the workers
from any sort of wrong doing by the employers. Without employment laws, the workers will
be vulnerable to various number of threats.
 Equality act 2010: The equality act 2010 is considered to be one of the key prominent
employment law which is useful in protecting the employees and employers of the
company from any sort of discrimination (Barlow and et.al., 2019). It is mainly linked
with unfair treatment and discrimination on the basis of specific set of personal
characteristics like age, race, religion, caste, colour, nationality, language, disability,
et cetera.

 Data protection act: The data protection act of the United Kingdom is useful in
controlling and protecting the personal information of the customers, employees and
employees of the company. It helps in protecting people perfectly by laying down
certain set of rules associated with how the data will be used. The general data
protection regulation helps in stating that the subject has an automated tool for
decision making and also set legitimate ground to safeguard and protect the
information of the individual person with high degree of accuracy and relevance.
 Health and safety law: Health and safety law of the United Kingdom is useful in
effectively setting out the general set of guidelines and duties which the lawyer needs
to follow towards the employees to ensure that Health and safety Procedures has been
effectively maintained. It is also useful in creating a safe working environment and
maintain suitable set of provision associated with gaining relevant set of information
and providing them adequate set of training to the staff.
 Employee contract law: Employee contract law of the United Kingdom tends to
demonstrate that the employers and employees of the company must stick to the
specific contract until the end. The employees within the company tends to have an
employment contract with the employer (Dickens, Riley and Wilkinson, 2015).
However the contract is an agreement between the employer and the employee by
setting certain set of rights, responsibilities, employment conditions and duties.
Social responsibility in turn is considered to be as one of the major part associated with
the business ethics. Marks and Spencer’s is considered to be as a responsible organization
and focuses on recognizing the decision of the activities upon the environment of the society
(Barlow and et.al, 2019). It is considered to be useful in contributing to the sustainable
environment and leads to better health and welfare of the society.
P 7. Illustrating the application related with the HRM practice within work related context.
Job specification of the marketing manager
The marketing manager is mainly responsible for taking into consideration the key activities
associated with the marketing.
Experience
 10 years of work experience in marketing, preferable in a similar industry.
 Experience in effectively supervising and managing in a professional staff.

Education
 Bachelor’s Degree in marketing specialization.
 Master’s in Business administration, M.Sc. in Marketing and any other preferred
marketing specialization.
Required skills, characteristics and knowledge
 Strong communication skills
 Demonstrated teamwork skills.
 Coordinating with the diverse creative employees.
 Continuously engaging with the improve approaches, methods, and departmental
contribution.
 Commitment towards continuous learning.
 Expert in Internet and social media.
 Employee empowering work environment.
 Familiarity and skill associated with the tools of marketing including PR, website
development, written communication, market research, Microsoft software suite of
products, product packaging, visual communication software products, as well as
other creative services.
 Experience managing external public relations.
 Experience in the global marketplace.
High level overview of the job specification
 Researching and effectively evaluating the new product opportunities associated with
the potential products, as well as the customer needs and key insights.
 Effective marketing strategy as well as execution of plans related with the existing
products.
 Working with the product development teams to effectively manage the new product
development.
 Effectively managing the launch campaigns related with the new products.
 Managing the key distribution channels related with the products.

 Ensuring branded marketing communications which includes the print
communication, company website, and advertising.
 Managing media as well as the marketing staff and also external PR agencies.
 Complete analysis of the effectiveness of all marketing efforts.
CV
John David
Email: [e-mail]
Mobile no.: XXXXXXX235
Education
2010-12
MS in marketing
2006- 2010
Bachelor’s in marketing
Professional profile
 Experience of 5 years in the marketing manager in the retail company.
 Proved record to manage the product launches and increase the sales and brand
awareness.
Professional experience
Marketing manager in Tesco company 2013- Present
 Developed new set of promotional campaign and increase the sales revenue of the
company by 7%.
 Negotiated the contract and developed effective marketing strategy for the
company.
 Experience in social media marketing.
Key skills

 MS office suite
 Adobe Photoshop
CONCLUSION
From the conducted study it has been summarized that, Training and development
session to their workers with an aim to improve the performance of an employee. Internal
promotion is a good tool for those employees because they are eager for their promotion.
Trained employees are capable enough to perform and contribute in proper manner. Strong
employee relations leads to higher degree of employee satisfaction and productivity. Offering
apprenticeship program to the employees and rotational training is of key significance
importance to improve the business performance. Employment law is considered to be
significant in protecting the workers from any sort of wrong doing by the employers.