Human Resource Management Report: Practices and Employee Relations

This report provides a comprehensive overview of Human Resource Management (HRM) principles and practices, using Mark & Spencer as a case study. It begins with an introduction to HRM, outlining its purpose and functions, including resource utilization, training needs analysis, recruitment, and talent retention. The report then delves into different approaches to recruitment and selection, comparing internal and external methods and their respective strengths and weaknesses. It further explores the benefits of HRM practices for both employers and employees, such as dispute resolution, improved coordination, career growth, and goal achievement. The effectiveness of various HRM practices, including employee motivation, productivity enhancement, and cost reduction, is also examined. Finally, the report emphasizes the importance of employee relations in decision-making, highlighting its impact on efficient performance and overall organizational success.

HUMAN RESOURCE
MANAGEMENT

Table of content
INTRODUCTION...............................................................................................................................3
TASK 1.................................................................................................................................................3
P1 Purpose and functions of HRM....................................................................................................3
P2 Different approaches of recruitment and selection along with strengths and weaknesses.............4
P3 Benefits of HRM practices for employer and employee...............................................................6
P4 Effectiveness of different HRM practices.....................................................................................7
TASK 2.................................................................................................................................................8
P5 Importance of employee relations in decision making..................................................................8
P7 Application of HRM practices....................................................................................................10
CONCLUSION..................................................................................................................................11
REFERENCES..................................................................................................................................12

INTRODUCTION
Human resource management can be described as to manage the overall manpower of
an origination in an appropriate manner. It is all about to allocate various kinds of activities
or tasks to work force of a company as per their field of expertise. This will facilitate to attain
their better performance and results in to desired outcomes more effectively as well as
efficiently (Schermerhorn and et. al., 2014). This report is based on Mark & Spencer which is
known as a major British multinational retailer and headquartered in the city of , London. It
was founded by Sir Michael marks and Thomas Spencer in the year 1884, almost 134 years
ago. This assignment will discuss about purpose and functions of HRM along with different
approaches of recruitment and selection. Different types of practices of HRM with their
effectiveness as well as importance are also described here. Different types of legislations
which should be legally followed by organizations are explained below.
TASK 1
P1 Purpose and functions of HRM
Human resource management can be described as to manage the work force of an
organization in effective as well as efficient manner. Allocation of various types of activities
should be done in appropriate manner to improve productivity and profitability of the
company. There are different kinds of purposes and functions of HRM are conducted in Mark
& Spencer which are given below.
Purpose of HRM
Effective utilization of resources: - There are various types of resources in company
such as manpower, material of production, funds etc. which is necessary to be utilized in
accurate manner to get better outcomes (Jackson and Parry, 2011). An effective HR team
should be established in Mark & Spencer to ensure about optimum utilization of resources to
attain maximum profits.
Analyze need of training and development: - This can be defined as to observe and
analyze requirement of conducting effective learnings and training events to improve
skills and abilities of people. It is necessary for increasing outcomes on regular basis.
Mark & Spencer have to focus on development procedures to boost up capabilities of
staff members to attain better outputs properly.

Recruit desired candidates: - The term recruitment can be explained as to hire an
efficient candidate for particular vacant position in company so that they can fulfil
roles of that designation properly to generate desired outcomes. Mark & Spencer have
to recruit an appropriate person through effective strategies of hiring.
Retention of talent: - It is necessary for an organization to reduce employee turnover
so that regular activities or tasks can be carried out in effective manner to create desired
outputs. Mark & Spencer have to utilize efficient retention policies to retain their talent for a
long time.
Functions of HRM
Hiring of people: - This can be described as to hire an appropriate candidate through
analyzing skills properly for required position in an organization (Ployhart and Moliterno,
2011). Mark & Spencer have to establish an effective HR team to recruitment desired people
so that they can fulfil roles of specific designation.
Compensation and remuneration: - Every person is working for gaining required
compensation to fulfil their various types or needs or demands properly. HR team should be
calculating remuneration of staff members in accurate way and provided them in appropriate
manner in Mark & Spencer.
Performance appraisal: - This can be described as to observe and analyze
performance of workers and appreciate them their better working and provide information
about threats along with recommending technique to improve regular performance. Mark &
Spencer have to conduct performance appraisal programs properly to motivate people for
increasing their efficiencies which results into better outcomes in future.
The above purpose and functions of human resource management are necessary to be
fulfilled in every organization for completing several targets properly (Moutinho and Vargas-
Sanchez, 2018). There are various types of requirement that are completed through HRM
practices effectively to generate better outcomes on regular basis.
P2 Different approaches of recruitment and selection along with strengths and weaknesses
The term recruitment and selection can be explained as to determine vacant positions
in company and then provide desired information about vacancies to candidates so that they
can apply for the same. It is necessary to observe these individuals and select best one who is

appropriate person to fulfil roles or responsibilities of particular designation. Mark & Spencer
can use several sources of recruitment which are given below.
Internal approaches: - This can be explained as Internal methods to carrying out the
process of recruitment and selection in an organization. It includes several modes such as
promotion, transfer, employee referrals etc. Mark & Spencer cab use several techniques that
are as follows:
Promotion: - The term promotion can be defined as to promote a person to
higher position along with bosting up remuneration, authority and
responsibility. Mark & Spencer can utilize this method to appreciate loyal and
more efficient employees for their hard work.
Transfer: - It refers to transfer a person from one branch to another one for completing roles
or responsibilities of the company. In this, compensation is not necessarily improved but
duties are increased (Bamberger,Meshoulam and Biron, 2014). Mark & Spencer can utilize
this technique to appoint an appropriate and trustworthy person at desired position.
Employee referrals: - This can be defined as hiring with reference of present
employees. In this method, current workers provide referrals for vacant positions to an
enterprise. Mark & Spencer cab use employee reference to recruit an appropriate
candidate properly.
Strengths Weaknesses
 This method reduces time of
recruitment.
 It renders support to save cost of
hiring which is spend on this
process.
 It is quite easy procedure as
compared to other one.
 It has an issue that it avoids to
welcome fresh talent.
 This mode is not correct to hire a
candidate for an innovative
designation.
 This will reduce opportunity for
creative individuals.
External approaches: - It includes certain techniques which can be utilized by Mark
& Spencer that are given below:
Campus drive: - This is all about to conduct hiring in college to provide job opportunities for
students and getting creative and fresh candidates (Michailova, Heraty and Morley, 2016).

Walk in: - This can be described as to welcome individuals in company for
conducting an interview to hire an appropriate person for specific designation.
Factory gate: - Several semi-skilled individuals are available always at the factory
gate who are hired for particular project.
Strengths Weaknesses
 It provides an opportunity to hire
more fresh and innovative
candidates.
 This method helps to welcome new
ideas, thoughts and views to
generate something fresh.
 This process is time and cost
consuming.
 Risk factor is there because
candidates are new and company do
not have sufficient knowledge about
them.
The above discussed sources of recruitment and selection are essential and beneficial for
company in different situations as per their requirements (Sterner and Coria, 2013). It is
mandatory to implement an effective approach of hiring to fulfil present desires properly.
P3 Benefits of HRM practices for employer and employee
There are various types benefits which are provided by different kinds of HRM
practices. These procedures are helpful to determine an appropriate manner to conduct
everything properly which facilitate to generate better outcomes. Company become able to
boost up their productivity as well as profitability. Employer and employee of Mark &
Spencer can attain several benefits that are given below:
Benefits for employer
Solve disputes: - Employer have role to establish healthy relation between their
subordinates so that they can perform their tasks properly n generate desired outcomes. HRM
practices as they are helpful to employer as they support to solve several kinds of disputes or
issues which are usually created in between workers to complete targets successfully in daily
basis in Mark & Spencer
Maintain better coordination: - Employer have to maintain better coordination
between staff members through implementing certain policies. HRM practices are supportive

to establish an effective as well as efficient cooperation amongst employees so that they will
create better outcomes in Mark & Spencer on regular basis.
Complete goals and objectives: - It includes the main task off an organization and that
is to complete required goals or objectives properly. HRM policies to helps to make an
appropriate strategy which facilitates to fulfil aims or Mark & Spencer.
Benefits for employee
Achieve growth in career: - This is all about to attain better results in personal as well
as professional career of a person through support of HRM policies. These are really helpful
in achieving various types of goals and facilitate to gain better growth in career.
Generate desired outcomes: - It can be defined as to put some accurate efforts to
create desired outcome son regular basis along with completing required task properly
(Fulton and et. Al., 2011). Mark & Spencer have to establish an effective policy by HRM
team so that daily outputs will be improved.
Complete responsibilities: - The term responsibility is all about to fulfil roles or
duties of specific position in which a person is appointed as employee. HRM practice
are helpful to complete roles properly in Mark & Spencer.
P4 Effectiveness of different HRM practices
HRM practices are basically helps to carrying out different types of activities as well
as procedures to gain desired outcomes of an organization. It is necessary to implement
different HRM policies in appropriate manner which are effective for company. Mark &
Spencer have to conduct these activities with proper effectiveness to attain better profits.
Motivate employees: - This can be described as to conduct several encouraging
procedures by HR team of an enterprise for employees so that they will show more
dedication in future through their better performance. Mark & Spencer can motivate
employees in proper way to improve factor of loyalty into them which reflects in forthcoming
time in their working outputs.
Increase productivity: - The HRM practices are helpful to improve productivity as
well profitability of an organization in an accurate way. HR team has role to allocate various
tasks or procedures to employees as per their field of expertise for generate desired outcomes

on regular basis (Hobfoll, 2011). Mark & Spencer can allot correct events for boosting up
productivity and attain success.
Reduce employee turnover: - It can be defined as to conduct several programs off
performance appraisal such s rewards, bonus, compensation, motivating words etc. These
activities provide support to encourage people and make them feel valuable as well. Mark &
Spencer can reduce employee turnover through these effective HRM policies.
Decrease cost of production: - It refers to prepare some innovative and create
strategies or policies by HR team for reducing cots manufacturing in proper way. It is
necessary to utilize available resource in unique manner to decrease overall expense of
production in Mark & Spencer.
Waste management: - This can be described as to observe and analyze use off
resource and waste as well. it is necessary to make an appropriate rules or regulations to
reduce wastage in company. Mark & Spencer can utilize an effective strategy to carrying out
waste management properly.
TASK 2
P5 Importance of employee relations in decision making
Employee relations can be defined as to maintain better conversation between staff
members to establish as effective as well as efficient working environment (Decker, Riley
and Siemer, 2012). Healthy and peaceful relationship amongst employees facilitates required
coordination or cooperation which is mandatory for competing targets or objectives of an
organization. There are various kinds of significance which are achieved by Mark & Spencer
through maintaining better employee relations while making decision are given below:
Perform efficiently: - This refers to improve efficiencies of staff members of an
organization which facilitate to increase regular productivity. Better relations help to share
ideas and generate more accurate way to work that results into best outcomes. Mark &
Spencer have to make sure about health relation of workers so that targets or objectives of
company will be completed more successfully.
Better cooperation: - It refers to maintain required cooperation between staff
members which is very important for completing regular tasks or procedures properly. This
will facilitate to generate better productivity as well as profitability of an organization. Mark

& Spencer have to establish required cooperation amongst employees to conduct daily based
projects properly.
Build appropriate strategies: - This can be explained as to build appropriate
strategies and policies through sharing innovative ideas, views, thought or concepts
(Greenberg and Colquitt, 2013). They become able to solve several problems in operational
activities by their own in easy manner. Mark & Spencer can utilize HRM practices to build
effective policies to gain desired results.
Reduce issues: - The issue and problems are generally created in companies which
are necessary to be sort out in effective way otherwise these can result into huge loss. Healthy
and peaceful relation between staff members facilitate to reduce several issues and provide
support to solve these threats in Mark & Spencer.
Improve regular productivity: - This can be defined as to establish required
coordination amongst members of different departments of an enterprise to carrying out
various types of activities and tasks properly. Better cooperation is necessary for improving
regular productivity of the company through effective relations amongst workers. Mark &
Spencer can boost up their regular profits by maintain desired coordination between people.
Reduce risk and uncertainties: -There are various types of risks and uncertainties in
operational processes which can be reduced through establishing an appropriate relation
between staff members of an organization (Renz and Herman, 2016). Mark & Spencer can
sort out factor of risk by proper coordination of employees.
The above mentioned benefits can be attained by an organization through establishing
an accurate employee relation because it results into better coordination as well as
cooperation. It will facilitate to boost up regular productivity and profitability of the
company.
P6 Employment legislations to make decision
There are various kinds of employment legislation which are necessarily implemented
in different companies. These rules and regulations are made by government authorities to
protect people from fraud and issues. Mark & Spencer have to follow these norms which are
given below:

National minimum wages act, 1998: - This can be described as a legal rule which
includes criteria of minimum wages that must be provided to employees or labors. The
amount of funds or compensation is prepared by government authorities as per legislation of
national minimum wages act and it was established in the year 1998.
Sex discrimination act, 1997: - The act of sex discrimination is all about to provide
indication to companies so that they will not behave partially on this basis. It is necessary to
render equal opportunities and compensation to employees (Glendon, Clarke and McKenna,
2016). This rule was made in the year 1997 to secure rights of achieving growth in career.
Equal pay act, 1970: - This can be defined as provide an equal payment in terms of
compensation, remuneration, bonus, incentives properly to different staff members who are
working in an organization. It is useful to secure right of people in order to render ab
appropriate salary or wages properly. It was established in the year of 1970.
Employment right act, 1996: - There are various kinds of fundamental tights of
employees which are mandatory to be provided by organizations. It is necessary in legal
manner to render proper opportunities and benefits in order to fulfil guidance of employment
right act. It was implemented in the year of 1996.
Disability act: - This act guides about to provide opportunities to physically
challenge people so that they will become able to spend their lives properly. This act render
support to those individuals so that their standards of living can be improved.
The above mentioned legislations and rules are legally correct and mandatory to be
followed by each and every organization while making any kind of decision in company.
P7 Application of HRM practices
HRM practices are necessary for every organization as they facilitate to conduct
different types pf processes in accurate manner and help to generate desired outcomes on
regular basis. There are various kinds of application which are given below:
Job description
Mark & Spencer
Job title HR manager
Salary 3000 pounds
Location Flexible

Department HR Team
Working hours 9 hours
Roles Recruitment and other duties of HR
Duties and roles
Hiring of desired candidates for vacant designations in appropriate manner. Conduct required
programs in organization which are basic responsibilities of HR.
Required skills
Effective communication skills and ability to determine an individual suitable for particular
designation.
Job specification
HR MANAGER
Description
 The HR manager has responsibility of management of HR department or an
organization in several aspects.
Experience
 3-5 years
 Motivating staff members and recruitment
Education
 Bachelor’s degree in HR field.
 Master’s in business administration with specialization HR
CONCLUSION
The above report had concluded that human resource management can be described as
to manage the overall manpower of an origination in an appropriate manner. Allocation of
various types of activities should be done in appropriate manner to improve productivity and
profitability of the company. It is necessary to observe these individuals and select best one
who is appropriate person to fulfil roles or responsibilities of particular designation. There are
various types benefits which are provided by different kinds of HRM practices. It is
necessary to implement different HRM policies in appropriate manner which are effective for

company. Employee relations can be defined as to maintain better conversation between staff
members to establish as effective as well as efficient working environment. There are various
kinds of employment legislation which are necessarily implemented in different companies.
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