HRM Report: M&S Case Study on Recruitment, Legislation, and Practices

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, focusing on a case study of Marks & Spencer (M&S). The report begins with an introduction to HRM, its purpose, and functions within workforce planning, specifically in the context of M&S. It then explores different recruitment and selection approaches, evaluating their strengths and weaknesses. The benefits of HRM practices for both employees and employers are explained, along with an evaluation of HRM practices designed to enhance organizational productivity and profitability. The report also examines key elements of employee legislation and its impact on HRM decision-making, including the Employment Rights Act, Fair Labor Standards Act, and the Equality Act. Finally, the report illustrates and implements HRM practices within a work-related context, using specific examples. The report concludes by summarizing the key findings and insights gained from the analysis of HRM principles and practices within the chosen organizational context.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Purpose and function of HRM and it's implement among workforce planning....................3
P2 Strength and weaknesses related with different approaches of recruitment and selection....4
TASK 2............................................................................................................................................5
P3 Explain benefits of HRM practices among organisation for employee and employer..........5
P4 Evaluation of different HRM practices in terms of enhancing organisation productivity and
profitability.................................................................................................................................6
TASK 3............................................................................................................................................6
P6 Key elements of employee's legislation and it's impact on HRM decision-making..............7
TASK 4............................................................................................................................................8
P7 Illustrate and implement of HRM practices with a work related context by using specific
example.......................................................................................................................................8
CONCLUSION.............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
The term recruitment process aids an organisation for identify of vacant job positions,
analysing of all individuals, screening and then short-listing, review of application forms for
selecting an appropriate candidate. The main function of HRM is to identify, analyse and select
of a candidate for transferring appropriate responsibility to perform organisational work with
more efficiency and effectiveness. Human-Resource department is responsible for managing the
working standards for accomplish of organisational goal in a flexible manner (Hope and
Spencer, 2017). In simple terms, human-resource management is responsible for improving
productivity of organisation by managing and retaining skilled workforce. This report is written
from perspective of M&S and this is a multinational retail organisation which headquarter is
situated in London. Moreover, this report highlights on purpose and function of HRM that is
applicable on workforce planning. Strength and weakness of different approaches, benefits of
HRM practices for employee's and employer will also be included in this report.
TASK 1
P1 Purpose and function of HRM and it's implement among workforce planning
Human-Resource management and their practices perform different functions among the
organisation which includes hiring, motivating and training to workforce. In context of M&S,
management perform different functions that is related with employees performance and they
aids management to perform all work with a decided purpose. Some functions of HRM are
mention as follow:
 Fulfilment of workforce needs- The basic need is to manage and control workforce of
an organisation in order to fulfil workforce requirements in an appropriate manner. With
understand of individual needs human-resource manager fulfil demand and requirements
of engaged workforce in order to minimise challenges related workforce (Ilyas, Hu and
Wiwattanakornwong, 2020). The main motive of HR is to offer accurate job place for
utilise all skills related with candidates to perform all work in an organised manner.
 Compensation- The main role of HR is to offer appropriate rewards and benefits to the
workforce who are capable and potential for managing organisation work. Along with
this HR of M&S formulate records and observe work of employee's in order to provide
appropriate appraisal to individuals. This also helps management to motivate all workers

through offering appropriate rewards to individuals that aids respective organisation to
perform work with more efficiency.
 Training and development- The main purpose of HR is to manage all employee's who
perform their work for accomplish of organisation goals. From perspective of M&S, HR
organise and arrange training session for performing all task in an appropriate manner.
Moreover, with training and development factors management perform their work
through completing task in an organised manner.
 Formulation of agreement- HR plays an important role that provide secure and positive
work environment to the workforce. From the perspective of M&S, law agreement
ensure that all work is completed through adoption of legal formalities which is fulfilled
by employers to perform work in an ethical manner (Latukha, 2015). It also enhance
motivation of employees to complete task with more efficiency.
P2 Strength and weaknesses related with different approaches of recruitment and selection
The most important aspect of an organisation relates with approach of recruitment and
selection that support HR of M&S to perform their work in an organised manner. With
formulation of effective plan management consider that all task is completed according to
decided job position. Some approaches of recruitment and selection are mention as follow:
 Workforce planning approach- This approach is followed by HR of M&S and it make
sure that working at the workplace aids to processed for completion of all work in a
perfect manner. Moreover, efficient work processed to perform all work according to
decided targets and goals.
 Approaches to rewards- One of the basic prospect for motivating workforce is to offer
rewards that is used to perform work in an appropriate manner (Nikolov, Tomov and
Nikolova, 2016). From the perspective of M&S management ensure that different
rewards and benefits whether tangible or intangible is offered to workers. This aids
individuals are connected with working standards of business.
Selection method of M&S with it's strength and weakness
Human-Resource management of M&S utilised several approaches to select individuals
which is mention as follow:

 Registration- This refers to an initial stage among which respondent fills a registration
form that contain basic details of candidate. Moreover, this process helps HR to
perform work with an easy approach through match individuals with required skills.
 Insight stage I- HR develop aptitude test for check the ability of critical thinking in
order to generate moderate level of output (Richards and Sang, 2019).
 Insight stage II- According to this stage HR formulate questionnaire that are based on
reasoning questions and this helps to understand mental awareness of workforce.
 Organisation meeting- The final stage is business meeting in which HR of respective
organisation pass joining letter to respondents.
Strength Weakness
 The selection process provide more
clarity to HR as it provide adequate
opportunity to recognise basic detail
related with individual within terms of
thinking ability, mental awareness and
reasoning.
 This require more time and better
investment. Organisation require whole
information about vacant job positions
in order to transfer required skills
within advertisement.
TASK 2
P3 Explain benefits of HRM practices among organisation for employee and employer
The HRM practices is recognised as a biggest pillar for an organisation and this is
designed for managing and operating working standards within business premises. HR formulate
different strategies for promote the work through balanced feeling. In simple terms, this is
explained as a basic process which is used for building appropriate relationship between
employee's and employer (Santhanam and et, al., 2017). Some approaches which is followed by
M&S is mention as follow:
 Recruitment and selection- In this HR recruit new employee's who perform work with
better skills and talent. Moreover, it is quite a costly process which is used for attracting
potential candidate.
 Training and development programs- It is a program which is used by HR of Marks
& Spencer for developing work efficiency. Moreover, training is induced for generating
better knowledge among employee's for performing all work in a smooth manner.

Benefit to employee Benefit to employer
 Training and development increase
skills, experience and knowledge which
helps to perform all task in decided
time.
 With providing training and
development this is easy for
organisation to manage all work in an
efficient manner.
P4 Evaluation of different HRM practices in terms of enhancing organisation productivity and
profitability
HRM practices and its effectiveness relates with development of productivity and profit
for generating appropriate outcomes by performing all operations in an organised manner. The
human resources of M&S provide training to the employee's according to their job roles and
responsibilities. Some effectiveness to increase productivity and profitability is mention as
below:
 Human-Resource planning- This is recognised as an important aspect that is related
with HR and they are formulated for generating suitable design by generating appropriate
strategies. The main role of HR manager of M&S is to completed all task by engage of
individuals who are skilled and trained (Sharma, Sharma and Agarwal, 2016). This also
refers that effective employees helps to enhance overall productivity of organisation
through completing work in an organised manner.
 Performance management system- According to this system HR manager of M&S
promote and generate suitable working standards that aids individuals to accomplish their
goals as well as objectives in specified time-period. Moreover, respective organisation
also improve ability and potential of workers by constantly monitoring their
performance.
With adoption of both system or practices employees and employer generate supportive results
through performing work with regular interval. It refers practices aids human-resource
department to manage their role in decided time.
TASK 3
P5 Analyse the importance of employees relation to influence HRM decision-making
Employees or workforce relation is recognised as an important aspects among the
organisation that aids to improve decision-making or capability to generate appropriate

decisions. This refers that workforce perform their work with more efficiency by interacting with
management as it helps to perform their task according to professional guidelines. Moreover, it
is recognised as an essential prospect of organisation that aids employee to connect with each
other. This results all information is transferred between individuals through more clarity. This
also define all task are cleared to individuals due to which productive outcomes are generated.
Moreover, M&S face challenges if they not interact with individuals so to gain collective efforts
HR manager interact with existing workforce and it helps to generate decisions that match with
current information and conditions of organisation (Spencer and et. al., 2018). The HRM of
M&S utilise decision-making process for improving employee relations and some of this factors
are mention as follow:
 Effective and accurate decisions of HR promote and develop positive work culture in the
organisation that enhance employee's productivity.
 The main responsibility of HR is to improve employee's relation among all employee's
and it ensure that all workforce manage balance communication in order to accomplish
long term and short term goals.
 HR take decision that retain effective employee's for longer period in the organisation
through inducing decisions that are flexible and appropriate.
HR decision-making is related with employee's relation because decisions are formulated by
management of Human-resource department to retain and manage employee's for longer period.
So if employee's relations is improved than the performance of M&S is also increased because
engaged workforce support each other to complete their task in a proper manner.
P6 Key elements of employee's legislation and it's impact on HRM decision-making
The key element of workforce legislation define or undertake various prospect and all of
them are managed and operated by HR department of respective organisation. The main role of
employee's legislation is to implement and promote clarity among the working standards of
organisation (Tung, 2016). Further, it also ensure that each employee's has knowledge related
with rules, regulations and legislation that is implemented by organisation. Some employee's
legislation and their impact on HRM decision-making is mention as follow:
 Employment right act, 1996- The act of employment right come into existence when it
is passed from the UK's parliament. Basically, the main purpose of employment right act
is to include labour laws and it define organisation provide all essential rights which is

important for employment. M&S follow employment right act because it helps to manage
exact working hours, insurance, parenting leaves etc. to provide appropriate rights to
individuals.
 Fair labour standard act, 1938- The act of fair labour was developed in year 1938 and
according to this act business offer fair wages to their workforce. Along with this
working hours with decided time-limit that is approximately 40 hour per week was also
implemented. It also results M&S ensure that management provide and offer appropriate
salary to individuals who are engage in company operations and functions (Wiese, Zielke
and Toporowski, 2015). Moreover, this act also aids organisation to manage right
working environment in organisation by managing all labour issue.
 Equality act, 2010- According to this act it is identified that an organisation must
manage and provide all equality related factors to the individuals who are engage in
business operations and functions. This include both male as well as female staff either
they work for high or low positions. It also refer that HR of respective organisation
ensure that all wages is provided to employee's according to their work. It determines that
if an employee either male or female perform same job role than wages of both
individuals is equal in order to minimise gender related gaps.
Impact of employment legislation on decision-making of HRM
Employment legislation generate direct impact on working standards and norms of an
organisation and this is because it is important for HR and organisation to follow all legislation
that is related with business and industry. The impact of fair wage labour act, increase work
efficiency for organisation and it is because now engaged labour feel more motivated as
management implement rules or act (Zhang and et. al., 2019). Moreover, decisions are also
impacted because it is complex for organisation to follow all rules while performing their
operations. Like, workforce will be more flexible if all rules are implemented and it impacts on
organisational efficiency.
TASK 4
P7 Illustrate and implement of HRM practices with a work related context by using specific
example
HRM practices and implement in context of M&S

Their are various practices exists and it is utilised by an organisation to generate better
decisions. This also aids employee's to perform their work in an appropriate and organised
manner which aids workforce to accomplish high success and development. Human-resource
management of Marks and Spencer ensure that all employee's needs are fulfilled. This results
employee's are motivated to perform their work in organisation for longer period and it support
M&S management to design and accomplish long term objectives by conceiving employee's to
complete their task in an easy manner.
From the perspective of Marks & Spencer HR it is identified that an organisation develop
or formulate strategic plans and they are followed by management to achieve their objectives
within a specific time-period. With the support of HR an organisation engage overall workforce
that aids management to generate productive outcomes by delegating equal rights and desired
skills based job role to all employees. This is also used by management because it helps to
modify performance by offering flexible strategy to individuals and it results that profits are
increased. This also ensure organisation manage and fulfil demand and requirements of workers
that ensure all employee's are satisfied because it is an most effective method to improve profits
of an organisation.
Job Description
Job Details
Post- Marketing manager
Company- Marks & Spencer
Job Purpose
Marketing manager is responsible for performing all roles and responsibilities that is related
with market and initiatives that aids an organisation to perform their work effectively within
market. Manager conduct market research for formulate of different strategy that helps to plan
and oversee promotion as well as campaign about organisation. It results candidates are able to
manage overall market position of organisation.
Roles & Responsibilities
 To enhance brand awareness.
 Develop and create campaign related with marketing.
 To attract customers by improving market performance.

OFFER LETTER
Mr./Ms,
Name
Address
City, State Code
Dear/Name
Greetings
Your skills and performance in interview highly impress our recruitment team. So the
marketing manager job role is offered from our side. This is a full time job in which individual
work 40/hour per week with a salary of $60,000 per annum. This is an employment letter and it
is offered to you. Beside salary all other employee rights is also facilitated from organisation.
If the job letter is accepted by you than revert with a positive approach within a period of 4 days
and come at joining with all original document for completing the process of documentation.
Sincerely,
Name
Director,
Human-resource
Marks & Spencer
I hereby also accept the offered job role,
------------------
Signature
Date

CONCLUSION
With the analyse of all above report it is concluded that recruitment team or human
resource department perform an important role within an organisation for selection and
recruitment of a candidate. With recruit an effective employee management perform their work
with more efficiency and for this HR play different purpose and functions to select right
candidate for organisation. Moreover, HRM related practices perform an important role for
improving and inducing appropriate relationship between all engaged workforce to improve
organisation efficiency. In the last, impact of employee's legislation on decision-making process
is also included to improve overall decision process.

REFERENCES
Books and Journals
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conditions of inequality: An application of phenomenological variant of ecological
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and youth (pp. 421-435). Springer, Cham.
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government support in green supply chain management and sustainable development
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Latukha, M., 2015. Talent management in Russian companies: domestic challenges and
international experience. The International Journal of Human Resource
Management, 26(8), pp.1051-1075.
Nikolov, O., Tomov, N. and Nikolova, I., 2016, November. M&S Support for crisis and disaster
management processes and climate change implications. In International Conference
on Information Technology in Disaster Risk Reduction (pp. 240-253). Springer, Cham.
Richards, J. and Sang, K., 2019. Socially ir responsible human resource management?
Conceptualising HRM practice and philosophy in relation to in-work poverty in the
UK. The International Journal of Human Resource Management, pp.1-28.
Santhanam, N and et, al., 2017. Impact of human resource management practices on employee
turnover intentions. Journal of Indian Business Research.
Sharma, N.P., Sharma, T. and Agarwal, M.N., 2016. Measuring employee perception of
performance management system effectiveness: Conceptualization and scale
development. Employee Relations.
Spencer, J.C and et. al., 2018. Oncology navigators’ perceptions of cancer-related financial
burden and financial assistance resources. Supportive Care in Cancer, 26(4), pp.1315-
1321.
Tung, R.L., 2016. New perspectives on human resource management in a global context. Journal
of World Business, 51(1), pp.142-152.
Wiese, A., Zielke, S. and Toporowski, W., 2015. Sustainability in retailing–research streams and
emerging trends. International Journal of Retail & Distribution Management.
Zhang, L and et. al., 2019. Modeling and simulation in intelligent manufacturing. Computers in
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