Analyzing HRM and Employee Relations at Marks & Spencers

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Marks & Spencers, focusing on workforce planning, resourcing, and employee relations. It examines the purpose of HRM in recruitment, selection, and talent management, detailing approaches such as interviews, talent pool databases, and internal promotions, highlighting their strengths and weaknesses. The report also explores the benefits of HRM practices for both employers and employees, including increased positivity, diversity, and engagement in the workplace. Furthermore, it discusses the importance of employee relations in influencing HRM decision-making and the impact of employment legislation on these decisions, providing practical examples of HRM applications within Marks & Spencers. The analysis concludes by emphasizing the critical role of effective HRM in achieving organizational goals and maintaining a high-performing workforce.

Human Resource Management
Task A

TABLE OF CONTENTS
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
P1. Purpose of Human resource Management.............................................................................3
P2. Approaches of selection.........................................................................................................4
P3. Benefits of HRM practises for employer and employee.......................................................7
P4. Effectiveness of HRM practises............................................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES...............................................................................................................................11
INTRODUCTION ........................................................................................................................14
MAIN BODY.................................................................................................................................14
P5. Importance of employee relations in respect to influencing HRM decision-making..........14
P6. Key elements of employment legislation and the impact it has upon HRM decision-making
....................................................................................................................................................17
P7. Application of HRM practices in a work related context with examples............................19
CONCLUSION..............................................................................................................................22
REFERENCES..............................................................................................................................23

INTRODUCTION
Human resource management refers to the planning, monitoring and controlling the
activities of humans resource in the organisation (Armstrong, 2020). Practise of recruiting,
hiring, developing and managing of the employees in the workplace are also included in the
human resource management. Marks and Spencers is a British multinational retailer company
that is included in manufacturing and selling of clothing, homer products and food products
(About Us, 2021). This report will discuss about the purpose Of the human resource management
in the workforce planning and resourcing along with the approaches of selecting and recruiting
with their strength and weakness. It will also discuss the benefits of the human resource
management practises to the employees and employer in terms of profit and productivity.
MAIN BODY
P1. Purpose of Human resource Management
Human resource management an important role in the organisation. Management if the
employees becomes necessary in order to get effective operations in the business. Various plans
are made by the management to get the best utilization of the men power (Garg and et.al, 2021).
The objective of the human resource planning is to ensure the best fit between the employees and
the job position so that challenges do not occur related to the manpower shortage or surplus.
Purpose of the human resource management is to recruit and select employees.
Motivation and engagement of the employees is also a major concern to the management of the
company. The objective of the management is to get the effective utilization of the human
resource. It can be done with various HR practises that are prepared to motivate employees with
the help of rewards, learning and development of the employees. Selection is done with the aim
of filling the most appropriate job position that lead to the better utilization or resources and
increase the productivity of the business.
Planning are prepared by the management to get effective result in Marks and Spencers.
Talent planning is a crucial part in the human resource practises. It refers to the identification,
recruitment and holding the people to drive the success of Marks and Spencers. Talent planning
is done by the management to get an effective use of the talent of the employees by providing
them the most suitable;e position in the company so that the talent is fully utilized.

Talent planning is prepared by the Marks and Spencers to get combination of people
management process that employer use to recruit and retain top talent. Purpose of this planning is
to create and maintain high performing workforce in the company (Knies and et.al, 2017). There
are various talent planing that include attracting talent, identifying talent, developing talent,
engaging talent and retaining talent. Company mostly prefer to use attracting talent that refers to
the recruiting new people to fill key operational roles that help the business to meet the both
short and long term goals. Marks and Spencers makes their talent planning very effective in
order to get the best results in the organization. Majorly attention are provided to the areas of
following.
1. Getting the recruitment brief right.
2. Clear development paths and opportunities for skills management.
3. Learning and developments.
4. Keeping peace with the market.
P2. Approaches of selection
Various approaches are taken by the company to hire the employees. Recruitment and
selection process plays an essential part in the business as the people are hired to achieve the
organisational goal of the company. Following are some process of recruitment and selection of
Marks and Spencers.
Interviews: Interviews are taken by the company to get the people hired in the
organisations. Majorly consist of two steps that include writing a job description and posting a
job. People are invited for the interviews. It is a face to face meeting during which managers ask
series of questions to get knowledge about the skills and talent of the employee. Interview is
very sensitive part of the selecting process as it also help to increase the engagement of the
employees and capability of the person is measured to provide the most suitable job to the person
that will help the company to get effective operation in the business (Ogbonnaya and
Messersmith, 2019). Resume or CV is checked to get the basic information of the person such as
past job experience, education qualification, and field of interest that is utilized to get the perfect
job position of the employees.
For example- a candidate is interviewed and the conclusion of the interview has showed
that the person is very good at the communication and has marketing skills then the job position
of marketer or selling or service provider will be offered to the person that will be very helpful to

the company. Strength of the interview process include Personal interviews usually have high
yield of returns, the information in the interviews are likely to be more correct and it has strength
to find the talent by questioning the person. Flexibility in this process makes the interview a
superior technique for the exploration of the areas where there is little basis for knowing the
questions. It also helps the interviewer to observe the gesture and facial expression of the person
that are very helpful in deciding the job position of the employee. However in a critical
evaluation interview process is very costly and time-consuming. Efficiency of this process is
depend in the training and skills of the interviewer. In this method, the organisation required for
selecting, training and supervising a field staff is more complex. Effective interview need proper
rapport with the respondent and controlling of interview atmosphere in a manner that would
facilitate free and frank responses.
Talent Pool Database: This approach of the recruitment used by the marks and Spencers
refers to the expression used to describe a database with all the current and future potential job
candidates Human resource managers keeps all the information of their job candidates (Olson
and et.al, 2018). It includes all the candidates that have applied for the job, sourced, referred
candidates and people that have willingly joined the pool in an inbound way. Talent pools with
qualify candidates is very important as it reduces the time and cost of hiring. It also helps the
Marks and Spencers to have the potential to meet the company's shorty and long terms needs. It
contains the information about each prospect that include the person's skills, roles they can fit in
and whether they are a cultural fit or not.
For Example- person with their skills and qualification are added to the talent pool
database that help the company to get the best employees for the vacant job position of the
organisation. If there is requirement of accountant in the business. Talent pool can help the
organisation to find the most suitable employees with the help of talent pool database. Strength
are of talent pool database include it helps in easily review of candidate's skills, experience and
qualification. Customized pipeline processes make it easy to pre-screen shortlist, interview and
make offers. It reduce recruitment and agency cost along with the tine of hiring. This feature of
recruitment is user friendly and fast processing. It also has weakness such as Challenges of Bugs
is always there in this process of recruitment. Employees are not always ready to be hired. Talent
pool needs to be updated every moth or week.

Talent pool
Promotion and transfer: it is the interior selection process of the organisation. Promotion
refers to the movement of an employee from one position to another position of higher pay grade
or salary. Suitable candidate is found from the existing employees and the job is offered to the
person to fulfil the vacant job position. Marks and Spencers use this approach to get the better
job selection as the employees are known and promoting and transferring is very easy process.
Data related to the employees are already held by the company it helps the business to recruit the
most suitable employee. Mostly selection for the higher position are done by promotion and
transfer as human resource management cannot take risk of new employees at the higher position
(Papa and et.al, 2018). Promoting the existing employees motivate them and lead to the better
efficiency in the business. Promotion are done on the basis of the requirement of skills on the
position and talent of the existing employees. The person with the fittest talent and skills have
higher changes to fill the job position.
For example- Job position is vacant for the supplier chain manager in the Marks and
Spencers, company will find the most suitable employee in the supply chain department as it will
benefit the company to have an employee with skills and knowledge of the supply chain and the
person with the suitable talent and skills that are required will be promoted. Following are the
strength and weakness of promotion and transfer.
Benefits of promotion and transfer are Current employees already knows the rules and

regulation of the company. Employees have understanding of the way in which organisation
operates. Thus, there is no need of much explanation. Offering opportunities to internal
employees boost the morale of the staff members. It also has weakness that include no fresh or
new ideas are brought into the organisation. Promotion of an internal employee could cause
resentment among other employees in the organisation. The number of applicants to choose may
be too high or too low.
P3. Benefits of HRM practises for employer and employee.
Human resource management practises creates several benefits to the employer as well as
employee in the organisation. Marks and Spencers has seen these benefits in the organisation that
were helpful to the both employer and employees. Following are the various benefits of the
human resource management practise
Employee
Practises of the human resource management creates positivity in the workplace and that
is the major benefit to the employees. Employees are the essential part of the organisation and
positivity in the employees towards the work is necessary. HRM practises brings the positivity in
the workplace environment that is very beneficial to the employees as positivity in the workplace
increase the motivation and engagement of the employees (Rana and Sharma, 2019). Practises
increase the diversity in the workplace which help the employees to learn different cultures.
Employee survey and making changes to improve the engagement of the employees also lead to
the benefit to the employees as it help them get in touch with the management and brings the
positivity towards the work. Employees have several benefits of the human resource practises
that include Draft and revises employment policies as it keeps the employees safe with policies
made by the Human resource management in the organisation.
A well-designed orientation program make new employees feel welcome. Human
resource management conduct sessions to inform new hires about their organisation's value and
work culture. Learning and development programs by the human resource management in Marks
ans Spencers benefit the employee to learn new approaches and methods. It also increases the
knowledge and skills of the employees.
Employer
Human Resource management practises benefits the employer in several ways as it help
the employer to interact with different employees and newly hired people. Meeting with various

people increase the knowledge and help to learn new things. Interviewing the people increase the
conversation skills and help the employer to develop the more effective interview process in the
organisation.
HRM practises also benefit the employer to develop cultural knowledge. Diversity in the
workplace help the employer to get flexibility in the job (Soltis, and et.al, 2018). Team learning
and training of the employees also make the r employer learn that can be useful future training
development. Other benefits of the HRM practises to the employer include health insurance,
family and medical leave, disability insurance. Employer also develops in development of the
employee. Many things ate learned by the employer during the training of the employees.
Employer are highly motivated when the employees are motivated. Motivation of the employees
by human resource management also increase the motivation of the employer in the business.
P4. Effectiveness of HRM practises
Human resources practises are very effective in the productivity and profit of the organization.
Benefits to the marks and Spencers in terms of profit and productivity are as follows:
Increase in profit
Human resource management practises plays an important role in the increase of the profit of the
company as various approaches lead to the decrease in the cost of the company. Practises of
HRM to promote the employee lead to the zero cost if the company and increase the profit
(Turulja and Bajgoric, 2018). Hiring the employees in the most effective ways and allocating the
job that is most suitable help the Marks and Spencer to get the most effective result sand that
help the business to increase the profit. Job training of the employees increase the knowledge and
skills for improving the performance in the job that help the business to get the higher production
and profit.
Employee Retention practise of human resource management reduce the cost of the
company as it decrease the hiring cost of the company and develop the profit of the company.
Loyalty of the employees reduce the risk of employees leaving the company. Diversity in the
workplace is also helpful in the profit of the marks and Spencers as creativity reduce the work
load and develop the skills that are very useful in effective utilization of resource. Better
utilization of resource increase the profit and reduce the operational cost of the company.
Increase in Productivity
Productivity measures business performance that indicates the effectiveness of people,

industries. Higher productivity leads to higher returns. Human resource management practises
also help on the increase in the productivity of Marks and Spencers. Talent planning of the
company increase the fulfilment of effective job position (Tweedie, and et.al, 2019). Talent of the
employees are used to get better return on the work and increase the productivity of the work as
people with interest are more productive with their work. The amount of value also increase with
the effective training and HRM practises in the business. Productivity of the business is increased
in various ways from the human resource management practises as manpower is the greatest
resource of the business.
Making employees conformable and keeping them happy also lead to the increase in the
productivity as motivation and engagement help the company to get the 100% from the
employees (Salikov, Logunova and Kablashova, 2019) This practise develops the work and it
also motivates other employees to do more and hence, HR practises are very useful in the
development in the productivity of Marks and Spencers.
CONCLUSION
From the discussion in the report it can be concluded that the Human resource
management of Marks and Spencers is very effective and majorly focus on the talent planning.
Different approaches of selection and recruitment were developed by the company that included
interview, talent pool database and promotion and transfer. Talent pool database helped in easily
review of candidate's skills, experience and qualification. Practises of the human resource
management creates positivity in the workplace and that is the major benefit to the employees. A
well-designed orientation program made new employees feel welcome. Human resource
management conducted sessions to inform new hires about their organisation's value and work
culture. Effectiveness of human resource management help- the organisation to increase the
profit and productivity.

REFERENCES
Books and Journals
Armstrong, M., 2020.Human resource management practice. Kogan page limited.
Garg, and et.al, 2021. A review of machine learning applications in human resource
management.International Journal of Productivity and Performance Management.
Knies E. and et.al, 2017. Strategic human resource management and public sector performance:
context matters.
Ogbonnaya, C. and Messersmith, J., 2019. Employee performance, well-being, and differential
effects of human resource management subdimensions: Mutual gains or conflicting
outcomes?.Human Resource Management Journal.29(3). pp.509-526.
Olson,and et.al, 2018. The application of human resource management policies within the
marketing organization: The impact on business and marketing strategy
implementation.Industrial Marketing Management. 69. pp.62-73.
Papa, and et.al, 2018. Improving innovation performance through knowledge acquisition: the
moderating role of employee retention and human resource management practices.
Journal of Knowledge Management.
Rana, G. and Sharma, R., 2019. Emerging human resource management practices in Industry
4.0.Strategic HR Review.
Salikov, Y.A., Logunova, I.V. and Kablashova, I.V., 2019. Trends in human resource
management in the digital economy.Proceedings of the Voronezh State University of
Engineering Technologies.81(2). pp.393-399.
Soltis, and et.al, 2018. Social resource management: Integrating social network theory and
human resource management.Academy of Management Annals.12(2). pp.537-573.
Turulja, L. and Bajgoric, N., 2018. Information technology, knowledge management and human
resource management: Investigating mutual interactions towards better organizational
performance.VINE Journal of Information and Knowledge Management Systems.
Tweedie, and et.al, 2019. How does performance management affect workers? Beyond human
resource management and its critique. International Journal of Management
Reviews,.21(1). pp.76-96.
Online
About Us, 2021. [Online]. Available through <https://corporate.marksandspencer.com/aboutus/>

Human Resource Management
Task B

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
P1. Purpose of Human resource Management.............................................................................3
P2. Approaches of selection.........................................................................................................4
P3. Benefits of HRM practises for employer and employee.......................................................7
P4. Effectiveness of HRM practises............................................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES...............................................................................................................................11
INTRODUCTION ........................................................................................................................14
MAIN BODY.................................................................................................................................14
P5. Importance of employee relations in respect to influencing HRM decision-making..........14
P6. Key elements of employment legislation and the impact it has upon HRM decision-making
....................................................................................................................................................17
P7. Application of HRM practices in a work related context with examples............................19
CONCLUSION..............................................................................................................................22
REFERENCES..............................................................................................................................23

INTRODUCTION
Human Resource Management is the practice hiring, recruiting, deploying and managing
employees of the organization (Michael, 2019). Marks and Spencer is a major British
multinational retailer which specializes in selling clothes, food products and home products.
The report will analyze importance of employee relations in respect to influencing HRM
decision-making for Marks and Spencer. Along with this, key elements of employment
legislation and the impact it has upon HRM decision-making will be explained. Further,
application of HRM practices in work related context will be explained.
MAIN BODY
Task B
P5. Importance of employee relations in respect to influencing HRM decision-making
Employee relations are defined as organization’s efforts to maintain and create positive
relationships with employees. Employee relations are also defined as collaborative relationships
between the employees within organization so that proper communication is being flowed
through the company.
Employee relations are important as it helps in working together to achieve goals and
objectives of organization at large scale. Employee relations also help in creating positive
environment so that the performance of the employees within Marks and Spencer is not affected.
Employee relations are the most important aspect of how Marks and Spencer is working
with the employees and this helps in ensuring the ways in which healthy relations can be
maintained within and outside the business environment. Productivity in employees will lead to
increase in sales level, motivated employees and this helps in ensuring the ways in which all
aspects can be taken into consideration at large scale within the organization (Sahoo and et.al.,
2019). Employee relations are important in ensuring that the decision-making process within
HRM of Marks and Spencer is being processed with the analysis and evaluation of the
employees' performance. Employee relations are very important in ensuring the aspects through
which the employees deliver positive work performance and create productivity at large scale.
Employees expect from Marks and Spencer that they are being provided safe work environment,
proper incentives, participation in decisions and fulfilment of their needs and requirements which
are to be satisfied at large scale within and outside the organization.
Employee relations influence HRM decision – making as there some major decisions

affect the employees’ relations within Marks and Spencer and this ensures that the decisions are
framed for the betterment of employees. Due to the trade unions and admiration of employees
there are ways which are being influenced by knowing how are the employees contributing to the
organization by keeping themselves motivated.
Employee relations affect the HRM decision-making process which helps in knowing that
employees are the major part of Marks and Spencer. This helps in leading to increase in
productivity as the employees take part in the functions and other organizational process of the
Marks and Spencer. HRM of Marks and Spencer keeps an observant eye towards how effectively
and in appropriate manner the decision- making process is initiated and is regulated within the
organization. When employees are involved in making decision they gain the personal and
professional stake for the overall success of Marks and Spencer which helps in regulating the
basic factors of how effectively and in appropriate manner the employees are being affected
largely within the organization. There is increase in the productivity of the employees as this
helps in regulating the major aspects through which Marks and Spencer is leading all the
effective measures in which productivity is measured (Otoo, 2019). The company through the
HRM decision-making process helps in making and creating the ways through which overall
efforts are measured of the employees. With the help of proper communication, HR of Marks and
Spencer helps in creating and initiating the value through which all the perspectives of what are
the ways in which employees contribute to the organization to increase its sale in the business
market is evaluated. There are two ways in which employee relations can be maintained and this
helps in creating and analyzing the basis through which employees contribute positively or
negatively in the working of Marks and Spencer in easy manner.
For example - Marks and Spencer maintains positive employee relations which helps in
analyzing the growth and developmental aspects considered at large scale and this helps in
knowing that the positive work environment improves and enhances the performance of
employees’ at large scale.

Employees play the major part in analyzing and evaluating the basis through which all
perspectives are known which creates the basis in the form of how effectively and in proper
manner the productivity of the Marks and Spencer is scaled up. HRM of Marks and Spencer
takes the decision while keeping in observation through which employees are being categorized
and are seen as how effectively the decisions are formed which helps the company in
regularizing the patterns through which all the perspectives of employee relations are maintained
at large scale (Hernaus and et.al., 2019). The comfortable working environment is being
provided to the employees which helps in providing the authority to the HRM of Marks and
Spencer. There are various patterns in which the employees take concern of how effectively and
in proper manner the work is being performed within organization.
It is very important that employee relations are maintained within Marks and Spencer as
this will help in evaluating and channelizing the process and the ways through which different
work process and decisions are taken accordingly (Ahmed and et.al., 2017). The main aim of the
company is to take concern of how long the decisions serve the organization and making and
processing the work culture which is being affected by the decisions which are being taken by
the HRM of Marks and Spencer. Decision — making process helps in fostering the teamwork
and improves the relationship between the employees working to achieve their goals and
standards which are set. This helps in contributing to the efforts which are made by the
employees in realizing the main aim through which they are capable in producing and initiating
the valuable forms through which all the aspects of growth and development are processed
through the decisions been undertaken at large scale.
Therefore, HRM of Marks and Spencer helps in developing the scale of providing the
environment which is profitable for both the employees and the organization at large. Employee
relations are important to be maintained which helps in regulating the daily work among the
employees to contribute and collectively perform within Marks and Spencer at large scale (De
Prins and et.al., 2020). Good employee relations helps in cultivating effective communication
practices among the employees so that all the practices of HRM decision-making are evaluated
and enhanced in proper way through which employees are contributing towards attainment of
success and overall development. Thus, importance of employee relations helps in circulating
and evaluating basis and perspectives of how Marks and Spencer is taken at large scale in an
effective and appropriate manner.
15

P6. Key elements of employment legislation and the impact it has upon HRM decision-making
There are various laws, legislation and other regulations which helps in creating the value
through which employment functions are made available through different perspectives of how
Marks and Spencer is taking the concern at large scale. The key elements of employment
legislation are described as how what are the laws and regulations which are to be abide by the
employees of Marks and Spencer at large scale (Stankevičiūtė and et.al., 2018). Regulations such
as The Employment Rights Act, Equal Pay Act, The National Minimum Wage Act, Sex
Discrimination Act etc helps in creating the value through which all perspectives are being
made available and this helps in knowing what are the employment legislation which are
followed by the employees within Marks and Spencer.
There are various key elements of employment legislation which are described as follows -
5. Affirmative actions which helps in favoring the employees within organization.
6. Remuneration and wages should be paid for the service and work.
7. Good working and safer conditions should be provided to workers or employees.
8. Different relationships such as trade union and other industrial relationships at large scale
(Brewster, 2017).
9. Employment opportunity to be provided equally for everyone seeking job at large scale.
10. Social security, safety and health care of all the employees is to be taken care of at large
scale.
11. Fixed working hours and working time regulations should be provided at large scale so
that employees are able to know how they are evaluating and analyzing different ways
while working in Marks and Spencer.
These are some elements which helps in analyzing the values through which Marks and Spencer
is taking the concern at large scale and this impacts good on the decision-making of how the
employees are working and contributing effectively towards Marks and Spencer. This helps in
ensuring that all rights to employees of the employees are taken into consideration within Marks
and Spencer (Tambe and et.al., 2019). This also indicates that HRM and the employers needs to

be fair and not discriminatory to any individual so that all the perspectives are being taken into
concern and that the employees follow rules and regulations which are applicable to them within
Marks and Spencer. While making decisions, HRM needs to be fair so that all the effects and
processes of the organization are being made clear. This helps in framing the decision-making
process to be precise and valued which creates the scale of how productively and profitably the
employees are contributing to achieve overall growth and development for Marks and Spencer.
Employment legislation is mainly related to labor law, employment law, trade unions,
workforce management. These are the regulations and laws which helps in creating the
awareness and the area that regulates the relationship between the employer and employee
(Barlow and et.al., 2019). These are the most common laws which helps in creating and
impacting the work culture of Marks and Spencer at large scale. HRM decision-making actions
and rules are being evaluated which involves some acts described in detail -
The Equal Pay Act, 1963 — The Equal Pay Act, 1963 makes it illegal for Marks and Spencer to
pay different wages which are based on gender for employees of the same position and high
responsibility level (Wilson, 2019).
The Age Discrimination Employment Act, 1967 — This law helps in protecting the employees
over the age of being 40 which creates the scale of being discriminated in the workplace and
during the process of hiring of employees at large scale.
The Civil Rights Act, 1973 — This law helps in protecting the employees if they face any
discrimination against race, gender, national origin, color, sex etc.
Health and Safety at Work Act, 1974 – The health and safety act defines the structure which is
fundamental and encourages the authority, safety and welfare, enforcement and regulation at
workplace health within UK. It impacts the HR decision-making in providing the safety and
security to employees of Marks and Spencer so that they are being able to maintain the scale of
how the employees are being treated.
Employment Right Act, 1996 – The employment rights act is the act which consolidates
enactments which are related to employment rights. The aspects which are covered in this act are
– unfair dismissal, protection of wages, zero hour contracts, suspension from work etc. It impacts
the HRM decision – making by ensuring that the employees are taking consideration of their
17

own rights within Marks and Spencer.
Employment Relations Act, 1999 – This act signifies the procedure which is made mandatory
recognition of trade unions by employers. The act is more extensive and helps in protection from
employees against any type of dismissal which are related to the industrial relations.
Employment relations are being impacted by the HRM decision – making process as the rules
and regulations are to be framed and followed by the employees.
Data Protection Act, 2018 – This act has been updated and signifies the data protection laws in
UK. It is the act which complements General Data Protection Regulation (GDPR) and replaces
the Data Protection Act, 1998. The HRM decision-making process helps in devising the action to
be taken place within Marks and Spencer.
These elements of employment legislation impacts the HRM decision-making which
helps in creating the value through which all perspectives of how the decisions are being taken
within Marks and Spencer are known. The laws which are being framed helps in ensuring that all
the perspectives through which all effective work is being initiated and this also makes available
in knowing what are the different ways through which all the regulations are being created
effectively (Pallathadka, 2020). The HRM decision- making process helps in evaluating what are
the ways in which legislation are being catered at large scale within Marks and Spencer. The
employment legislation impacts the HRM decision-making which helps in creating the value
through which all the employees are following it. These regulations help in creating value
through which the perspectives of delivering the productivity is being evaluated and this helps
the employees to acknowledge and value the work by contributing effectively and efficiently at
large scale.
There are various decisions which are being taken into consideration and this contributes
along with the regulations which are being framed to follow throughout working within Marks
and Spencer. The main aim of HRM of Marks and Spencer is that employment legislation
regulations are being followed which directly and indirectly impacts decision-making process of
Marks and Spencer (Amine, 2018). Thus, by following the employment legislation and its
regulations for the safety and security of employees, employees seek for better environment to
create and result in overall productivity for Marks and Spencer.

P7. Application of HRM practices in a work related context with examples Job description and person specification for Marketing Manager
Job description for Marketing Manager — There are some responsibilities and requirements
which are described for Marketing Manager as follows -
Responsibilities -
 Develop tactics and strategies for the process and working done within the company.
 Develop marketing campaigns to be successful enough so that they are implemented from
its idea to its implementation for work.
 Build strategic relationships with different partners in similar marketing business.
 Monitoring and preparing the overall budget of marketing to ensure safe and secure
campaigns to be promoted of the organization helping in managing the finances overall
(Iqbal and et.al., 2021).
 Measuring and reporting the performance of marketing campaigns so that the goals are
assessed and evaluated at large scale. Promoting the campaigns through emails, pamphlets, posters etc. so that the advertising
is done effectively and in appropriate manner.
Person Specification for Marketing Manager — The skills which are required for person
specification for the job role of Marketing Manager are as follows -
 Proven experience in identifying target audiences so that the marketing of the products
and services are being done effectively.
 BSc/MSc degree in marketing or related field.
 Experience in setting up the Google Ad words Campaign effectively.
 Appropriate knowledge of analytic tools for the position of marketing manager.
 Good communication is the prime necessity for the marketing manager (Mugrauer and
et.al., 2019).
 Numerically literate, working with numbers comfortably within market.
 Up-to-date with the latest trends and the practices which are best followed in online
marketing and measurement are observed.
 Processing of figures, facts and information to be known for the position of marketing
19

manager.
Therefore, these are job description and person specifications for the job role of marketing
manager.
 Notes for interview, interview question based on selection criteria and final
appointment -
Q1. What do you think is the comparison between a good marketing manager and a great one?
Q2. What are the qualities that makes you distinguished with other marketing managers?
Q3. How do you gain the understanding of the targeting audience?
Q4. What are the effective and useful channels for marketing manager to sell its products and
services?
Q5. What are the marketing technologies and tools?
Notes for the interview — The interview will take place within the organization in which the
process and in step wise manner the interview will be taken which will help the candidate in
acknowledging and reviewing the basis through which the candidates will perform their best in
the interview taken (Johnson and et.al., 2019). The interview will consist of the initial step which
is the questions to be framed to be asked by the candidate or the interviewee. The interviewer
must know the type of questions which will be asked by the candidate. Among the five questions,
three questions must be correctly answered so that the interviewee is selected for the further
rounds which are taken into consideration for the process.
Final appointment — During the final appointment of the candidate for the post of marketing
manager, the rounds of interview when conducted successfully by the interviewer and
interviewee, will help in reaching to the final appointment where the interviewer will appoint the
candidate to the job role of marketing manager within Marks and Spencer (DeLong and et.al.,
2018). This will help in analyzing the requirements for the job role as the job is appointed to the
role of marketing manager within the organization effectively and appropriately.
 Job offer letter
Date — 08/11/21
Jack Smith

Email — [e-mail]
Phone No. — 1324567348
Subject — Letter of appointment for Marketing Manager
Respected Mr. Smith,
We are pleased to offer you employment in our company for the position of Marketing
Manager. The starting of employment on date 10/11/21. You will be serving three months
probation period. Your salary will be $70000/- per month which will be inclusive of all benefits.
Please sign on this letter as an acceptance for this job offer.
We are pleased to her from you as you will be working with our company and looking forward
to your growth and success.
HR Manager.
Sign — John Smith
CONCLUSION
Thus, it is analyzed from the above report that importance of employee relations in
respect to influencing HRM decision-making for Marks and Spencer was done. Along with this,
key elements of employment legislation and the impact it has upon HRM decision-making was
explained in detail. Further, application of HRM practices in work related context was explained
in detail. This constituted, job description and person specification for job role of marketing
manager, interview questions were framed and job offer letter was explained as sample.
21

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