HRM Report: Analysis of HRM Practices at Marks and Spencer

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Marks and Spencer. It begins with an introduction to the purpose and functions of HRM, followed by a discussion on recruitment and selection approaches, detailing their strengths and weaknesses. The report then explores various HRM practices, such as training and development, and their benefits for both the employer and employees. It also examines the effectiveness of these practices and the importance of employee relations in influencing HRM decision-making. Furthermore, the report covers key elements of employment legislation and their impact on HRM, along with the practical application of HRM practices in a work-related context, including job descriptions. The conclusion summarizes the vital role of HRM in balancing organizational structure and employee interests, emphasizing the need for effective decision-making and ethical behaviors. References from various HRM publications are also included.

HUMAN
RESOURCE
MANAGEMENT

Table of contents
– INTRODUCTION
– P1 The purpose and functions of HRM.
– P2 The strengths and weaknesses of different approaches to recruitment and selection.
– P3 The benefits of different HRM practices within an organisation for employer and employee
– P4 The effectiveness of different HRM practices.
– P5 The importance of employee relations in respect to influencing HRM decision-making.
– P6 The key elements of employment legislation and the impact it has upon HRM decision making
– P7 The application of HRM practices in a work related context.
– CONCLUSION
– REFERENCES

INTRODUCTION
The human resource management is an approach for effective management of work force
working in an organization so that they help business entity to attain competitive advantage
and to gain an organizational goal.
In this report, HR department of Marks and Spencer group plc is taken into consideration for
better understanding. The report will lay emphasis on purpose and functions of HR
department of Marks and Spencer. Strengths and weaknesses of different approaches to
selection and recruitment will be discussed in this report. This report will also focus on
different HRM practices for both employer and employee. The benefit of different HRM
practices along with the effectiveness will also mentioned in the report.

P1 The purpose and functions of HRM.
There are numerous functions and purposes for HR department need to perform in order to
smooth functioning of Marks and Spencer.
Recruitment and hiring – The main function of HR department of Marks and Spencer group
recruit and hire right person at right job role. They are responsible for conducting hiring and
recruitment process in the company Marks and Spencer. The hiring process brings candidates
which can aid an organization like Marks and Spencer in achieving their organizational goals.
Also, it allows HR personnel to select candidates from the available application of job seekers.
The purpose of HR department to help the company in attaining organizational objectives and
goals.

P2 The strengths and weaknesses of different approaches to recruitment and
selection.
Recruitment
–It is an activity which establishes the relationship between applicant and employer. It aims for
creating employment opportunity for numerous employees. The process of recruitment in Marks
and Spencer can be executed in two ways, that is :
–Internal recruitment – It includes organisations fill their vacant job positions from their existing
available employees. Internal recruitment in Marks and Spencer group plc can be executed by
internal advertisement, transfer, reemployment of former ones, promotion, employees hired on
basis of contrast or part time employee earlier and retired employees.

P3 The benefits of different HRM practices within an organisation for employer
and employee
Training and development
–Benefit to Marks and Spencer
–Turnover rate among employees decreases in the company.
–Also, the achievement of growth and will gain competitive advantage in the Marks and Spencer.
–Attainment of efficient and effective organisational goals of the Marks and Spencer company.
–Image of the company Marks and Spencer enhances by regular training and development.

P4 The effectiveness of different HRM practices.
– Training and development - By conducting training in Marks and Spencer on regular basis is
profitable for both employee as well as the company. The company Marks and Spencer in
order to attain profitability and increase their productivity conducts training and development
sessions for their employees.
– Employees feel confident and want to retain in the organisation like Marks and Spencer
because proper training. The employees works in effective and efficient manner in order to
achieve individual as well as organisational goal. Efforts of employees lead the organisation
Marks and Spencer towards attaining profitability and increases their productivity

P5 The importance of employee relations in respect to influencing HRM decision-
making.
– Flexible working – The HR department of company Marks and Spencer has a flexible
working environment for which companies relationship with their employees are strong.
The employees are capable to meet their family and personal needs.
– This builds morale of employees and reduces absenteeism in Marks and Spencer. The
good working environment builds and image of family friendly place to Marks and
Spencer. The decision making is quick in organisation like Marks and Spencer.

P6 The key elements of employment legislation and the impact it has upon HRM
decision making.
As in cases of Marks and Spencer company, employees plays a vital role to achieve targets and to
accomplished objective which helps companies to raise profits. There are various employment laws in
the organisation which imposed by the government and it's the duty of the every company to fulfill such
laws and regulations.
In terms of Equality Act, 2010 it is the right of every person to work in the organisation and the business
can't judge the person or discriminate them according to their caste, sex and colour. It is the duty of
company to treat every employees in equal way and the work assigned to them are equally and
accordingly wages are determined. The impact is that if they judge the people according to their sex, they
remain the bad image of their company which affects the employees working and also demotivate them
to achieve targets.

P7 The application of HRM practices in a work related context.
Rationale of Job description
– A job description is used a means to make communication regarding expectations
from employee regarding job roles and responsibilities. Also, it helps in preventing company
from legal issues. Therefore, it is an essential and most desirable while execution of hiring
process. The roles and responsibilities access most suitable candidates to come forward. It
saves time of recruiters in short listing. It is helpful as an evidence if company faces law
suits and this is the most viable evidence in court.

CONCLUSION
– From the above study it can be concluded that Human resource management plays vital role in
organization and regarding employees to balance the company structure in a better way. The
decisions of HRM are affected in many ways, so they have to take effective decision which provide
more growth to the company and also maintain the employees interests towards the organization. The
duty of HRM is not only to manage the employees of Marks and Spencer company but also impose
various restriction by way of ethical behaviors in premises. As HRM duty is to recruit the employees,
provide training to them and also motivate them to achieve the targets. There rights are also secured
at the time of working and various facilities are also provided so that they can work stress free to
achieve goals.

REFERENCES
– Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
– Guest, D. E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal. 27(1). pp.22-38.
– Berman, E. M. and et.al., 2019. Human resource management in public service: Paradoxes,
processes, and problems. CQ Press.
– Bastida, R., Marimon, F. and Carreras, L., 2018. Human resource management practices and
employee job satisfaction in nonprofit organizations. Annals of Public and Cooperative
Economics. 89(2). pp.323-338.