Human Resource Management Report on Marks and Spencer - HRM

This report provides an in-depth analysis of Human Resource Management (HRM) practices, using Marks and Spencer as a case study. It explores the objectives and functions of HRM, emphasizing its strategic role in aligning workforce planning with organizational goals. The report examines various recruitment and selection approaches, evaluating their strengths and weaknesses, and highlights the benefits of effective HRM for both the organization and its employees, including employee development, goal achievement, and low employee turnover. Furthermore, the report assesses the impact of HRM practices on organizational profits and productivity, focusing on workforce planning, training programs, and performance management. Finally, it underscores the significance of employee relations in influencing HRM decision-making, emphasizing the importance of employee involvement and its positive impact on productivity. The report provides a comprehensive overview of HRM principles and their practical application within a real-world business context.

Human Resource
Management

INTRODUCTION
Human resource management performs a vital part in every business. The task of human resource
management is to manage the employees of an organization strategically. Here strategic management concerns
with placing and positioning the work force in such a way that the goals of both the organization and an
employee get accomplished. Strategic placement benefits the organization in achieving its goal while also of
employee in reaching to its personal career goals (Armstrong and Taylor, 2020). The work of human resource
management is not only concerned with the hiring and recruitment of work force but also to maintain and retain
them in the organization. It is been said that hiring a new employee costs more to the company as compared to
retaining them into the organization. The report has taken an example of a company for referencing. The
company name is Marks and Spencer. It is a British company which is a multi national retailer. The company
sells clothing, home products and food products. It was introduced in 1884 and has truly opened around 1463
stores world wide.
This report undertakes the purpose and functions of HRM into an organization, explains about the
strengths and weaknesses of different approaches for recruitment and selection process. Apart from this the
report also covers the benefits of HRM for both the organization and employees.
TASK 1
P1 The objective and the role of HRM, applying to employee planning and resourcing a firm
HRM includes the people of the organization viewed as the assets and internalcustomers of the organization to
create employees’ job satisfaction and a healthy work environment to increase work efficiency and
effectiveness (Aswathappa, 2013). HRM aim is to:
Achieve organizational goals with the coordination among the people of the organization. Human Resources
Department of the Marks and Spencer helps employees to understand the culture of the organization and help
them adopt the same and in return, it helps the department to understand their needs and demands for example
union needs and engineering system.
To attract people to apply for job openings and to hire the right people suitable for jobs. It includes the
employee life cycle from attracting to hiring and then maintaining the workforce and their needs and
requirements and makes them stay in the organization and create a healthy workplace (Bamberger, Biron and
Meshoulam, 2014). Marks and Spencer HR department performs the same to attract the candidates.
To bridge the gap between human resources and business goals: Human Resource Management includes
diverse areas of psychology, technology, anthropology, management, statistical analysis. Understanding the
employee needs and listening to their problems and solving the same in order to maintain the job satisfaction of
the employees.

To initiate change, make the employees learn and understand the objective of the organization and adopt the
changes accordingly. It is the job of the human resource department of marks and Spencer Company to make
the employees unlearn and learn and make the changes as per the requirements. It also includes the hiring,
firing, transformation, job analysis, performance analysis, promotion, training, and development. There are
various labor laws and ethics which the human resource management needs to understand in order to avoid any
sort of conflict amongst the organization and employees.
To take care of the progress of the employee as well, their goals and objectives should also been fulfilled
along with the organizational goals. Human resource planning should be done accordingly (Berman and et. al.,
2019). Human Resource Planning of Marks and Spencer includes future planning and forecasting the
requirements of the organization in terms of the workforce, the type of people required, the process of hiring,
the medium of attraction of the candidates, conducting interview, taking decisions based on the strategy and
objectives of the organization.
P2 The qualities and weak points of various approaches to hiring and selection.
There are various approaches available with an organization for recruitment and selection purpose. And
they are-
Unsolicited resumes: There are many unsolicited resumes received by the organization. Unsolicited resumes
are the resumes which the company has not asked for. These resumes are received by the company irrespective
of their firm size. As marks and Spencer is a multinational retail company, it is known by majority of
population. The brand has an image and is a very large company (Bratton and Gold, 2017). The people send
their resumes to company in an image of big company with great name and fame. From those unsolicited
resumes company can search for the candidate they are looking for to occupy the vacant space. Larger the
company, larger would be the amount of unsolicited resumes received by the organization.
Strengths: The human resource department of Marks and Spencer does not have to incur costs in
searching and sending invitations to those applicants. The company can invite all these candidates who have
sent their resumes earlier to the company for job (Budhwar and Debrah, 2013). This approach saves the time
and money for human resource management.
Weaknesses: As huge amount of resumes are received by the company, it gets very much difficult for
them to search for the desirable candidates among the huge lot. Its method or approach tough saves costs for the
company but also is very time consuming for them.
Online Job Boards: Online job boards refer to the posting of jobs online. They are kind of want- ad by the
company. Both the companies whether they have strong brand or not apply for such approach. The employer
can do post about the vacant jobs on the board and can go through and selects the appropriate candidates which
the company thinks are well suited for the position.
Strengths: This approach taken by the Marks and Spencer is cost- effective. Only they need to post
about the vacant job requirement with the required details about the kind of candidates they are looking for.
Posting of jobs at online board is very much free of costs. Also a desired number of candidates apply at the
board thatalso fulfills the criteria mentioned by the company.
Weaknesses: The cons of this approach can be that the company may receive a high number of
applications for a particular job post. The human resource department has to go through that huge lot and selects
the desired candidates.

TASK 2
P3 The merits of various HRM practices in an organization for both the hiring person and worker.
A good HRM strategy benefits the both employer and employees in the following ways-
Development of both organization and employee: The HRM strategy helps both the employer and the
employee in their development. The Human resource department at the time of interview with the candidates
asks them about their personal career goals and acknowledges them about how their personal goals can be
achieved through this organization (Brewster and Hegewisch, 2017). By placing the employee at the right
position will motivates him as he does the work of his forte. And when a person performs the task of his interest
he does it with full zeal and motivation. This indirectly will benefits the employer has he received quality work.
As in case with marks and Spencer, the human resource department performs their recruitment process as the
same way present above. They ask for candidates’ future career goal and explain them about how this company
can help them in achieving the same. Therefore, the strategic HRM helps both the employer and the employee
in their developments.
Achievement of the goals: Through the strategic HRM, the goals and objectives of both the employer and the
employee can get achieved. By proper positioning of employee at the right place helps him to perform very well
because this work he likes to do and wants to pursue forward. He performs his job with full enthusiasm and
gives high productivity in organization. From this the employer also gets benefited because his work and goal is
been achieved by high productivity (Cascio, 2015). As in the case with Marks and Spencer, his goals are
achieved by the comprehensive performance of whole organization. The HR department helps the organization
in achieving its goals and objective by hiring the talented candidates into the company and placing them at the
right position into the organization.
Low turnover ratio of employees: It is the human resource in an organization which takes it into next higher
level. Satisfied employees will result into satisfied work productivity. When an employee performs the job of
his own interest and works into comfortable business environment, the employee gets satisfied with the work
and performs better (Daley, 2012). This helps an organization in low turnover ratios of employees. As in case
with Marks and Spencer, the company’s turnover ratio can get low by adoption of above practice.
P4 Evaluation of success of various human resource management practices in the area of raising organizational
profits and productivity.
There are many HRM practices which can help the organization in raising its profits and productivity,
they are as follows-
Workforce Planning: The HR department works closely with the organizational objectives and goals. It
discuss with organization about the workforce they will be needing at current or in near future. The organization
provides them with the number of employees along with skills and knowledge they must be possessing. As in
the case with marks and Spencer, the company coordinates with the HR department by telling them about the
need for the work force with the skills and knowledge they must possessed. Now, the task of Human resource
department is to hire such work force for the company. For this they will plan the recruitment and selection
process and hire the talented candidates for the company. Talented candidates’ works as an asset for the
company which would help the organization in reaching a quality level for productivity. Higher the
productivity, higher will be the profits of the company.
Development and Training Programs: The HR department conducts the training and development programs
for the new employees so that they get an idea about the working of organization. In the training, the
programmes teach the employees about how they required performing their job and what the expectations of the

company from them are. Similarly, marks and Spencer provides the training programs to their new employee
teaching about how the job needs to get done actually (DeCenzo, Robbins and Verhulst, 2016). The training
and development programs are also given to the employees whose performance to not as expected and they
need more training to perform it well.
Performance management and reward system: The performance of every employee into the organization
gets analyze and then compare it with the set standards. Marks and Spencer keeps a record about the
performance of it employees compare and analyze it with the set goals. After analyzing of such, the employer
gets to know about the employees who performance was underrated and who performed significantly well in its
work. The organization will provide the required trainings to such employees and will reward those employees
whose performance was significantly well (Dries, 2013).
TASK 3
P5 The importance of employee relations in respect to influencing HRM decision making.
Strong employee relation is very much necessary for the company. It brings out the trust of employee on
the company. The importance of employee relations with respect to HRM decision making are as follows-
Involvement of employees in decision making: It’s has been a recent trend into the organization of involving
the employees in the decision making process of the company. By taking the ideas and opinions of the
employee gives them the feeling of confidence that the organization in which they are working respects for their
opinions (Jiang and et. al.,2012). This gives them the importance which also benefits the organization. As in
case with marks and Spencer, the company before taking any sort of change ask its employees for ideas and
opinions which helps the organization in coming up with the best decision.
Higher productivity: The Company can experience higher productivity by the involvement of employees in
decision making process. When the employee feels empowered in his organization, he gives its best into that
organization (Jiang and et. al.,2012). This will hence results in higher productivity. Similarly happens with
Marks and Spencer, the company’s productivity increases when they have started practicing the involvement of
its employees into decision making process.
Demand for employees: Today, in the fast changing business environment, the kind of employees an
organization is looking for also changes. The organization searches for the talented candidate who has the skills
and knowledge which is required in this fast changing business market. The organization prefers those
candidates which help the company in surviving into this competent environment and can come up with the idea
which helps the organization to grow (Noe and et. al., 2015).
P6 The major elements of employment legislation and the effect it has upon HRM process of decision making.
There is various employment legislation with their impact upon HRM decision making are as follows-
Equal opportunities: Every organization should provide equal opportunities to its employees irrespective to
their gender, age, color, physically challenging, region, religion, caste and so on. As in the case of marks and
Spencer, the company gives equal opportunities to the people irrespective to the above mentioned factors. The
company plays every much fair with its employees and appreciates them according to their work performance.
Equal wages: The wages provided to the employees are not discriminated by their gender or age. Marks and
Spencer encourages the equal and fair pays to their employees. The pays are given according to the position and
performance of the employee. The HR department makes sure of this that there should be no inequality
regarding the payments of employees.

Human resource department go about as a heart for association as without it an organization would not
have the option to play out its tasks well. This is on the grounds that HR office is answerable for the
arrangement of systems, plan or strategies over which exercises performed inside the association. Yet, so as to
define compelling hierarchical plans or approaches it is fundamental for HR director of marks and spencer to
consider all the enactments related with the activities performed inside the association. The fundamental
enactments figured by UK government in regards to business are referenced underneath that must be trailed by
Marks and spencer:
Health & Safety law:-This law help in guaranteeing the wellbeing, security and government assistance
of representatives in their hierarchical premises. Usage of this law make business answerable for making such a
domain at working environment where representatives can work without having a dread of getting harmed. This
law additionally has an incredible impact over the dynamic of marks and spencer as they need to consider the
rules of this Act before planning approaches with respect to workplace. Execution of this Act will bolster marks
and spencer in expanding the efficiency, as representatives with no dread ready to contribute more toward work.
Anti-discrimination Law:-According to this law manager ought not separate among representatives in
term of sexual orientation, age or capacity and treat them similarly at working environment. This has an
incredible impact over dynamic of HR as they need to consider legitimate standards of this law before defining
approaches with respect to work of representatives. By executing Anti-separation law, HR of marks and spencer
become ready to win the trust of its representatives and keep up long haul relationship which thusly increment
efficiency.
TASK 4
P7 The application of HRM practices in a work-related context, by using specific examples.
Human asset administrator is liable for performing number of exercises inside association so as to
accomplish set objectives and targets. The practice of HR department majorly is:
JOB SPECIFICATION
Organisation: Marks and Spencer
Job title: Assistant manager in HRM
Qualification:- masters in HR
Essential Criteria:
 The candidate is required to sync the activities with other functional areas.
 The candidate must have knowledge about management and human resources.
 Should have the critical thinking to deal up the complex soultion
Desirable Criteria:
 Minimum 2 years of experience
 Excellent in communication skills
JOB DESCRIPTION
Organisation: marks and spencer

Department: assistant manager of HR department
Job Title: - Assistant manager of HR
Job location: London
Job summary
Company is looking for a talented candidate which must possess the managerial skills and who
can handle the human resource of our organisation.
Role: -
Formulation of policies and strategies for human resources.
Organising the required orientation programs to the workforce
Engagement in values in practices
Applying to all the legal rules and regulations with regard in human resource which is
obligatory for organisation to follow
CURRICULUM VITAE
Curriculum Vitae
Name: - Isa Bella
Address: - 30rd street, north colony, London
Phone No: - 142516348
Career objective: To follow my career in a firm in which i can use my learned skills and
knowledge and that firm also helps me in my growth and development.
Educational Qualification: -
 Business of Bachelor Administration
 Masters of business administration
Experience: 2 year working experience in retail firm.
Declaration:
I here confirm that the information which is been present above is true with my best concern.
Date:
Place:

OFFER LETTER
The process for recruitment and selection program which is undertaken by the company:
Invitation sending: First the company would be sending the invitation to the candidates and invite them for
giving the interviews. The invitation can be send at the company’s websites, or any social media platform where
the people can see the vacancies which are available to the company.
Application screening: sending the invitations, the candidates send their applications in which they show their
interest along with the some associated documents like CV. After the company has received the application it
would go through all the applications forms and screen out that candidate which does not have the required
skills or knowledge suitable for the job.
Interview rounds: After performing the screening out options the organization would sent the interview
invitation to the candidate which it believes have the required skills for the job. And then the interview round is
taken by HR team.
Selection: After the interview round the organization selects the people whom they believe is best suitable for
the positions and then sends them with offer letter.
Preparatory notes about the things to ask in interview
There are few questions which can be asked to the candidates in his interview, which are:
TESCO COMPANY
June 1, 2020
Ms. Isla bella
Street, north colony,
London
Dear Isabella
On the behalf of tesco company, I am very happy to inform you about offering you the position of human resource
assistance. For this vital position you are support to report to the duty on 8 june, 2020.
Your package for compensation involves the following:
 Yearly salary of $45,000 in the first 6 months performance.
 Bonus opportunity of around 4% which would be based upon the performance of individuals
 Vacations would be for 2 weeks in a year.
We are pleased to extend this offer to merge the Tesco company team. Everyone whom you have met in interview
is happy with your interview performance. Your company is looking towards your response.
Sincerely
Human Resource Manager
Tesco Company

 Personal information
 His job role in his previous job or work
 His life experiences
 Strengths and weaknesses
 What goals they have in their career
 Question related with the education which the candidates has done yet and the like.
CONCLUSION
This report which is been presented above, concludes that the human resource management plays a
very paramount concept in any business organization irrespective of their sizes. They help the company in
acquiring, selecting and retaining the workforce. It also helps the organization in the attainment of its goal by
providing talented employees. Also the report covers the different approaches such as unsolicited resumes,
online job boards and etc for which HRM can do hiring and selecting program. Later this report undertakes the
merits of HRM on over all working of organization.