Human Resource Management Report: Mark & Spencer Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Mark & Spencer, a leading UK retail company. It begins with an executive summary outlining the core functions of HRM, including recruitment, employee relations, and training and development, and their impact on organizational productivity. The report then delves into the scope and purpose of HRM, explaining key functions such as recruitment and selection, orientation, maintaining good working conditions, managing employee relations, and training and development. It evaluates the strengths and weaknesses of internal, external, and third-party recruitment methods. The report further assesses the effectiveness of various HRM practices, including training and development, conflict resolution, and information resource management, and their contributions to organizational goals. It also analyzes the importance of employee relations in influencing HRM decision-making, along with key elements of employment legislation. Finally, it illustrates the application of various HRM work-related practices, providing a detailed overview of HRM's role in fostering a productive and positive work environment at Mark & Spencer.

HUMAN RESOURCE
MANAGEMENT
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Executive summary
The HRM primary aim is to manage the people of the organisation and resolve any kind of
conflict that occurs. In addition to that, the HRM is responsible for the benefits of employees in
order to achieve the goals of an organisation. Moreover, the employee productivity is done with
the help of HRM. In this study, it focuses on the purpose which aims to increase the productivity
as well as includes the employees for decision-making process. Moreover, there are three
approaches for the recruitment process such as the internal, external and third party. In the
decision-making process, there is a direct relationship with the employment relation and the
employee legislation for the benefit of the organisation. The main function of the HRM is to
recruit and select the appropriate employees for the relevant job role so that, it can give their best
for the organisation
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Table of Contents
Introduction ...................................................................................................................................................3
Background of the company .........................................................................................................................4
LO1 Explaining the scope and purpose of human resource management.....................................................4
P1 Explain the function and purpose of HRM .........................................................................................4
P2 Explain the strength and weakness with the help of examples for recruitment and selection process ....6
LO2 Evaluating the effectiveness of key elements of Human Resource Management.................................8
P3 Explaining how the various HRM practices can be helpful................................................................8
P4 Evaluating the various HRM practices for raising the productivity and organisational profit ..............10
LO3 Analysis of external and internal factors.............................................................................................11
P5 Analysis of the importance of employee relation for influencing HRM decision making ...............11
P6 Identify the key elements of employment legislation for HRM decision making ............................12
LO4 Application of Human Resource Management practices....................................................................14
P7 Illustrate the application of various HRM work-related practices ...................................................14
Conclusion ..................................................................................................................................................17
Reference list ...............................................................................................................................................17
Introduction
In any organisation, the HRM helps to maximise the performance of employees and manage all
the duties of the organisation. In order to make the organisation in the top position, there is a
requirement for proper selection as well as recruiting the employees. The proper selection and
recruitment of employees are mainly done with the help of human resource management. In this
study, there is a brief discussion regarding the functions of HR for the development of an
organisation. In addition to that, there are showcases of the process of selection and recruitments
as well as the rewards system for all the employees. In order to have a positive employee relation
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in the workforce environment, it is required for the help of HR. moreover, there is an external
and internal analysis of the factors of an organisation of their decision-making process. The
Hrrhas to perform certain duties and responsibilities for creating a good environment in the
workplace it is also discussed in here.
Background of the company
Mark and Spencer is the leading retail industry in the UK. They have 730 stores in the UK and in
40 countries there are around 361 stores. Mark and Spencer are mainly famous for their food
products as well as luxury clothing. In the year 2017, there were around 84,939 employees along
with that there was a profit of around 115.7 million in 2017. Mark and Spencer have online
stores as well where the customers can buy 24X7. Mark and Spencer not only provide food and
clothes but they also sell various electronic goods as well. Moreover, Mark and Spencer are
worldwide famous (marksandspencer.com, 2017).
LO1 Explaining the scope and purpose of human resource management
P1 Explain the function and purpose of HRM
A successful human resource management mainly creates a bridge between the company
workforce as well as the line management. The main purpose of HRm is to increase the
productivity within an organisation by simply optimising the effectiveness of their employees.
As opined by Ahlvik and Björkman (2015, p.500), the human resource management has various
functions as well that is helpful for fulfilling the objectives of an organisation. The five major
functions those are helpful are as follows:
Recruitment and selection - HRM main function is to select and recruit employees those are
having the potentiality to give their best for Mark and Spencer. As per Alves et al. (2013,
p.850), the recruitment and selection has much importance because it helps to decrease the cost
of mistakes like unmotivated, under-qualified employees and so on.
Orientation - In the organisation, the main step is to help the employees to get adjusted to the
job and clear all the goals and objectives of the employee. As asserted by Armstrong and Taylor
(2014, p.55), the orientation programmer is conducted by HRM to clear all the roles of
employees.
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Figure 1: HRM functions
(Source: Armstrong and Taylor 2014, p.55)
Maintenance of good working condition - The HRM has the responsibility to make a good
environment for each and every people for the betterment of employee. The HR is needed to
motivate the employees as well as provide a financial benefit. In the view of Brewster and
Hegewisch (2017, p.101), the job satisfaction comes from the welfare of employees.
Managing employee relation - In the organisation, employees are regarded as the pillar.
Managing the relationship of employees is a crucial function conducted by HRM. As opined by
Caligiuri (2014, p.70), the HRM has the ability to influence the work outputs as well as
behaviours.
For example, in M & S the HRM plays a huge role in terms of managing all the employees for
achieving the target. In M & S the HRM is much efficient for getting a positive employee
relation.
Training and development - The training and development is the main function of the HRM.
As per Cooke (2014, p.890), the proper training and development help to increase the
performance of employees.
For example, in M & S the employees are put under training before make them appear for
tackling the customers. The training is the main function performed by HR in M & S. In addition
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to that, the main purpose of HR in M & S is to make a development in their employees for
achieving the goals.
The motivation of the employees can be done with the application of Maslow's Need Hierarchy
as well as there can be the use of Guest comparative model as well.
P2 Explain the strength and weakness with the help of examples for
recruitment and selection process
In the human resource management, planning and resources are the major methods in the
selection and recruitment of deserving employees. The process of selection and recruitment is
done with three approaches those are internal, external way and third party.
Internal recruitment
In the internal recruitment process, the opportunity of an employee is filled inside from the
organisation. The main strength of internal recruitment is that when the position is filled from
internal candidates then it has a positive effect on the staff morale. As per Cooke et al. (2014,
p.230), the internal recruitment has a strength as it lowers the cost of a company. The main
weakness of internal recruitment is that sometimes the relevant application is not found in this
process. In addition to that, the employees those are selected from internal recruitment
sometimes can create conflicts as well. For example, in Mark and Spencer, the internal
recruitment can offer a chance to change the position of a job. In addition to that, the company
will be able to take the decision faster and lower the cost as well. For example, in Mark and
Spencer if they have internal recruitment then it will be easier for them to take decision
immediately. On the other hand, M & S might not get the appropriate candidate for their
organisation.
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Figure 2: Approaches to recruitment and selection
(Source: Cooke et al. 2014, p.230)
External recruitment
The main strength of external organisation is that it brings all new blood that denotes new ideas
which can be profitable. In the view of Delivery and Roumpi (2017, p.20), the external
recruitment has a huge range as it covers a huge area of demand in the job. Moreover, there is
some weakness as well such as it takes a long time for recruitment of the candidate. Since the
external recruitment is much more expensive and takes a lot of searching for finding the correct
candidate for the job. For example in Mark and Spencer, if they use the external recruitment then
it is possible that it can create a problem among the existing employees as well as it will cost a
huge amount of recruitment.
Third party recruitment
From the external and internal recruitment, there is other recruitments approach it is third party
recruitment. The main strength of third-party recruitment is that it is helpful for building the
relationship between the candidates. The third party selects those candidates which are up to the
mark and send them according to their ability. As opined by Donate et al. (2016, p.950), the third
party is also to able to evaluate the employee for properly understanding of the qualification.
There is some weakness as well such as there is some hidden cost which is involved at the time
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of the third party. For example, if Mark and Spencer use this approach of recruitment and
selection then it will create a lot of problem for selecting the correct candidate.
In Mark and Spencer if they have the third party recruitment process then it will decrease the
tension from them to have the appropriate candidate but sometimes it can create problem such
getting the relevant candidate. Moreover, for M & S the use of third party recruitment will
automatically increase their cost at the time of getting appropriate candidate.
LO2 Evaluating the effectiveness of key elements of Human Resource
Management
P3 Explaining how the various HRM practices can be helpful
Human Resource Management has various responsibilities that are beneficial for the
management as well as employees of the organisation. The practices of HRM are helpful for
protecting the rights which makes sure that employees are properly committed to the scope of
employment. As opined by Koivisto and Rice (2016, p.2780), there are some of the practices
those are helpful for making an improvement in the employees and management.
Training and development
The main practice of HRM is to help the employees in terms of training and development that
can be helpful to tackle any problem in the organisation. In the view of Marchington et al. (2016,
p.100), the training which is provided by the HRM gives an opportunity for the employees in
terms of gaining additional experience from tackling the problem.
In M & S if the HRM has put effective training and development programme then it is beneficial
for the organisation to achieve the goals as a whole team. In M & S the training is provided by
focusing on their respected production. The training is mainly conducted by HR.
Conflict resolution
The HRM helps to clear the dispute that is creating many problems for the organisation.
Moreover, the HRM helps the employees to interpret properly the policies and procedures so that
there does not occur any kind of inequality. As asserted by Meijerink et al. (2016, p.230), HRM
helps to resolve the matters such as inappropriate behaviour, poor attitude and so on.
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In Mark and Spencer, there does not occur any kind of conflict because their HRM has the ability
to resolve any conflict between the team members. The proper implementation of policies and
procedures in the organisation is helpful for not having any kind of conflicts.
Information resource
In Mark and Spencer HRM practices is helpful for providing the information regarding the
benefit of employees as well as if there is any kind of compensations. As per the view of
Mowbray et al. (2015, p.400), if there is a requirement of any personal assistance of employee
then HRM is needed to guide them.
The source of information in Mark and Spencer is much beneficial for the employees because it
can provide success for the organisation. The HRM in M & S is needed to be having a proper
flow of information within the organisation. The proper flow of information is mainly done by
HR among their employees who are helpful for both employees and the organisation.
Employee relation
Another practice of HRM is to create a good employee relationship with the organisation. The
HRM makes sure that there is no discrimination against the employees and there is a friendly
environment as well. According to Nankervis et al. (2013, p.105), the HRM benefits the
employees by assisting them with legal matters. In Marek and Spencer, the practices of HRM are
much beneficial for achieving the goals for both the management and employees.
In M & S there is a positive employee relation because it makes them to be on the top position.
The positive employee relation is made with the proper working environment which is present in
Mark and Spencer. If there is a good bond between the employees then they will share
information without any hesitation. In M & S the HRM makes sure there is no discrimination
between the employees.
If the methods are properly tackled by HRM then there will be a good relationship between
employers and employees as well make sure that they work together for achieving the goals.
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P4 Evaluating the various HRM practices for raising the productivity and
organisational profit
The HRM practices have a relevant effectiveness in terms of increasing the productivity as well
as gaining profit for the organisation. The practices have the huge benefit of helping to achieve
the goals of an organisation.
Relationship of training and development with productivity and profit
The training and development are effective in terms of gaining productivity for the organisation
as well as attaining a huge profit. In the view of Sanders and Yang (2016, p.210), the training is
provided properly then the employees can solve any problems within the organisation. In Marks
and Spencer if, the training is provided properly by HR then any problem can be solved within
seconds that directly leads towards profit. There is a direct relation between the development and
training in terms of getting profit and productivity for the organisation. Moreover, the HR is
required to have a proper training provided to the employees for getting profit for Mark and
Spencer.
Employee relation for achieving profit and productivity
In an organisation to achieve the target there is a requirement of proper interaction within a team
and work together. As opined by Schalk et al. (2013, p.90), the relation between employee is
required to be friendly where there occur any kind of problem then it can be solved quickly with
the help of others. If the relation between employees is good then it automatically creates
productivity for the organisation.
In Mark and Spencer, the employee relation plays huge role for getting the highest profits. It is
found that in Mark and Spencer there is a good employee which is the reason for them to be on
the top position.
Achieving profit and productivity through conflict resolving `
Mark and Spencer can only get profit and achieve the productivity level if there is no kind of
conflict between the employees or employers. In the view of Sharma and Dhar (2016, p.180), the
organisation is conflict-free then it will be helpful for the organisation to get those profits which
are marked. The productivity comes when there is provided with a chance to every person for
equal sharing of ideas.
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In Mark and Spencer the resolving conflict is directly linked with getting of productivity and
profit. The main reason that they are the leading retail company in UK is because of their
effective HR who is able to resolve the conflict properly and helpful getting profit.
Achieving profit and productivity with proper flow of information
The information when it is shared properly then it can be helpful for the organisation to work
openly with the entire employees. As per the view of Tzabbar et al. (2017, p.140), the
information mainly contains the reward system, policies, procedures and so on. In Mark and
Spencer, the HRM properly provide the information in a correct manner then it can be helpful for
gaining profit and attaining the productivity for a long run. The proper flow of information can
be helpful for clearing all the doubts from the employees.
In Mark and Spencer, there is a constant flow of information between them which is helpful for
making them on the top position. In addition to that, the HR is able to provide the information
regarding their views is helpful for getting the level of productivity.
LO3 Analysis of external and internal factors
P5 Analysis of the importance of employee relation for influencing HRM decision
making
The main success of any organisation is their employees. The employee relation is helpful in
terms of influencing the decisions making in HRM. When the employment relationship is good
then it is helpful for taking a positive decision for the benefit of the organisation. The
commitments from the employee relation in Mark and Spencer help for gaining the productivity
of an organisation. As opined by Van Dierendonck et al. (2016, p.18), the decision cannot be
taken alone for the organisational benefit there is a requirement of the ideas from all the
employees from the organisation. The good relationship between the employees helps for taking
the decision more quickly which shows an effect upon the improvement of morality. In the
decision-making process, the employees properly understand the ideas those are needed for
gaining importance for contributing to being on the top position in the competitive market. The
proper involvement of the employee minimises the gap which shows the productivity of the
company.
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In Mark and Spencer, the employee's relation helps to take the decision without any kind of
conflicts between them. In Mark and Spencer, their employee relation is always put on the top
because they know that without the proper understanding of employees it lacks from giving their
productivity. In the view of Veloso et al. (2015, p.30), the decision making provides the
employee with an opportunity for giving their ideas. The more relation between employees is
good then it creates a positive working environment as well those effects on taking the decision.
The main success of the organisation comes when there is a good relationship between the
employees. On the other hand, there is a requirement to a have a healthy relationship between the
employees where anything can be between them without any kind of hesitations.
P6 Identify the key elements of employment legislation for HRM decision making
In the organisation the employment legislation is helpful has an effective measure in terms of
taking any kind of decisions for the betterment of the organisation. In the view of Xing et al.
(2016, p.40), in order to have a productivity, the proper implementation of the legislation is
much required. There are some of the key elements of the employment those are helpful in the
decision making.
Wages and remunerations
The wages and remuneration are one of the main key elements of the employment that has an
impact on the decision-making process. In the opinion of Mowbray et al. (2015, p.390), the
employees are properly provided with the correct amount of wages then it has a good impact
upon the decision making for the organisation. In these elements, there can be the use of Equal
Remuneration act 1976.
Work condition
The proper decision-making deal with the employees those are working either is a good or bad
workforce environment. As per the view of Nankervis et al. (2013, p.65), an organisation
becomes successful when there is a good working environment for all the employees. The
working environment is required to be equal to each and every person or gender.
Health, welfare and safety
In an organisation, there is a high risk for employees regarding their health, safety and welfare.
In this element, there is the application of safety, health and welfare act 2005. As asserted by
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