Analysing HRM Practices, Employee Relations & Legislation at M&S

This report provides a comprehensive analysis of Human Resources Management (HRM) practices within Marks and Spencer Group Plc, a major British multinational retailer. It begins by explaining the purpose and functions of HRM, particularly in workforce planning and resourcing, highlighting its role in staffing needs and compensation. The report then examines the strengths and weaknesses of internal and external recruitment approaches, including the selection process. Furthermore, it explores the benefits of HRM practices such as training and development, and flexible work environments for both employees and employers. The effectiveness of these practices in enhancing organizational productivity and growth is also discussed. The report also analyzes the importance of employee relations in influencing HRM decision-making, along with the impact of employment legislation. Finally, it elaborates on the application of HRM practices in a work-related context, emphasizing their significance in achieving business goals and maintaining a competitive edge in the marketplace. Desklib offers a variety of resources including similar solved assignments to aid students in their studies.

Human Resources
Management
1

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Explain purpose and functions of HRM, by applying workforce planning and resourcing. 3
P2 Explain strengths and weaknesses of various approaches of recruitment and selection. .....5
TASK 2............................................................................................................................................7
P3 Explanation of benefits gained by various HRM practices in context of employees and
employer..........................................................................................................................................7
P4 Effectiveness of different HRM practices in enhancing organisational productivity and
growth. .......................................................................................................................................8
TASK 3..........................................................................................................................................10
P5 Analyse the importance of employee relations in respect to influencing HRM decision-
making. .....................................................................................................................................10
P6 Key elements of employment legislation and its impact upon HRM decision making. .....11
TASK 4..........................................................................................................................................12
P7. The application of HRM practices in work related context................................................12
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16
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INTRODUCTION
HRM is function within the organisation which focuses or rely on the recruitment,
management and giving direction to the people work for attaining a specified goal and objective.
In an organisation the all processes and programs that are touched by people come under HR
activities with workplace proceedings helps to interact with consumers and employees are also
component of HR. Respective report is based on the Marks and Spencer Group Plc which is a
major British multinational retailer headquartered in Westminster, London. It specialised in the
selling the high quality appearances, home appliances and F&B. Respective assignment is based
on the purpose and scope of HRM in terms of resourcing within organisation to fulfil business
goals and objectives. Further it includes the effectiveness of key elements of HRM in the
organisation in order to remain competitive in marketplace. It also includes the internal and
external factors that directly affect HRM decision making by including legislation. At last it
elaborates HRM practices in work related context.
TASK 1
P1 Explain purpose and functions of HRM, by applying workforce planning and resourcing.
Human resources are one of the most valuable assets of corporate bodies, in today's
competitive world due to new kind of challenges such as technological advancement, changing
trends at globally needs effective kind of resource management (Armstrong and Taylor, 2020).
In context of M&S the HRM plays major functions and roles in attaining desirable goals and
objectives that are as follows:
Purpose of HRM:
Here are the various purposes behind establishment of HRM that are as follows:
Staffing needs:
HRM department majorly responsible for the recruiting employees by accessing the skills
and capabilities within the organisation. Respective purpose helps in planning regarding
workforce by announcing designations by identify job duties and skills level to gain desirable
outcomes (Barrena-Martínez, López-Fernández and Romero-Fernández, 2019). In context of
M&S they by conducting the selection process as per the designation and required skills such as
personal interview, reference check and administering tests to select and retain most potential
candidates.
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Compensation:
The another major purpose of HRM is to pay fair payment which is the huge concern for
employees. HRM department personnel examine and changes the organisational pay structure by
accumulating trends by providing industry acceptable pay (Berman and et.al., 2019). Respective
purpose of HRM enables in workforce planning and resourcing by providing best pay so that
they can retain most talented personnel in the organisation. In context of M&S, they by analysing
the industries and their pya structure to competently pay to them.
Functions of HRM:
Here are the major functions of HRM are as follows:
Orientation:
Recruitment and selection is the major function of HRM which is the process of
captivating, screening and selecting the most potential and qualified candidates on basis of
objective criteria on a specified particular job. After selecting and recruiting most potential
candidate in the organisation it is very important to educate them so that they can give one of
their best efforts. Respective function of HRM helps in planning about human resource and
retaining of them in order to remain competitive. In context of M&S, they conduct orientation
program to delegate roles and responsibilities for gaining desirable outcomes.
Maintaining good working conditions:
The major function of HRM, to provide the good working conditions to the employees so
that they can give one of their best efforts in organisational development and enhancement. It is
the fundamental duty of HR department to motivate the employees as demotivated employees
can not be contribute one of their best efforts in attaining goals (Boon, Den Hartog and Lepak,
2019). Respective function of HRM helps in workforce planning as it contributes in retaining
employees for long time. In context of M&S they conduct get together and rewards with benefits
to maintain motivation level of them.
From the above discussion it has been summarised that HRM is very much important for
organisation but some organisation outsource respective activity to majorly pay attention on
respective area in order to gain desirable outcomes.
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P2 Explain strengths and weaknesses of various approaches of recruitment and selection.
Recruitment is the activity which establish kingship in between the employer and
applicant. The process of recruitment is very much simple and required to submit application
without too much demand from side of organisation (Chams and García-Blandón, 2019). There
are two kinds of approaches of recruitment that are internal source and external source of
recruitment and it has their own strength and weaknesses are as follows:
In context of M&S they for searching the well experienced and skill individuals to
fulfilling the roles and responsibilities for a specified job role choose a procedure. The procedure
of selecting the candidate is done through advertisements, news paper, by using job portals and
many more to select potential candidate. In the second stage they conduct interview and other
kind of examinations to judge analytical skills, behaviour and attitude to select best candidate.
Internal source of recruitment:
In respective approach of recruitment consist of the employees who are already on the
payroll of an organisation (Kamoche, 2019). In internal source of recruitment consist of present
employees, employee referrals, former employees and previous applicants. In context of M&S,
they opt both kinds of recruitment approaches as per the requirement of skills and capabilities.
Here are the strength and weaknesses of internal source of recruitment:
Strength of internal source of recruitment:
The main advantage of respective approach of recruitment that when recruiting
externally, hiring teams find and evaluate them on various grounds that persuade to join the
organisation. All respective activities consumes lots of time and efforts. In context of M&S they
choosing respective tool can be able to save time and cost in effective manner. It also shorten the
onboarding time to adjust the new role as internal hires are quicker the onboard than external
hires.
Weaknesses of the internal source of recruitment:
While an organisation chooses the internal source of recruitment then they can only
access to the limited no. of candidates that reduces the potentiality of selecting best candidate for
organisation.
External recruitment:
External recruitment is one of best way to select candidates from wide pool of people that
helps in selecting the right kind of person in achieving the organisational goals and objectives. In
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context of M&S they use both kind of recruitment tool as per the skills and capabilities required.
By using the recruitment agencies, newspaper advertisement and campus recruitment. Here are
the strength and weaknesses of respective tool that are as follows:
Strength:
By using the respective way of recruitment organisation can be able to reach at wide no.
of candidates that enables in gaining right kind of candidate in achieving desirable outcomes
(Kanki, Anca and Chidester, 2019). So by using sources such as employment agencies, job fair
M&S select the best individuals for their work.
Weaknesses:
The major weakness of using respective way of recruitment that it takes too much cost
and time. For an organisation under respective tool required huge cost to advertise regarding
vacant post to aware people about it so that they can apply for the post. In respective process
various kinds of tests occurs such as aptitude test, interview and test of analytical skills that
sometimes give biased results.
Selection:
Selection is the chain of activities that helps to create difference in candidates and
employee's those who possess potential skills, talent and knowledge for a specific job role. An
organisation select a candidate with the help of various tests and proceedings such as aptitude
test, case study analysis and communication (Kaufman, 2019). In context of M&S as per the
position they choose one of best series to select the potential candidate in organisation.
The major strength of selection process that it provides the potential candidate to
organisation who has skills, capabilities and talent to pursue the work in positive manner. The
candidates come in organisation by passing through the entire process of examination with the
major weaknesses that it is very time and cost consuming process.
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TASK 2
P3 Explanation of benefits gained by various HRM practices in context of employees and
employer.
There are various kinds of HRM practices that helps in gaining desirable goals and
objectives within the organisation. Here are the some HRM practices that proved beneficial for
both the employee and employer that are as follows:
Training and development:
T&D refers to the various kinds of educational activities within the organisation that
created or build to enhance the information and instruction on about the way to better perform
the specific kind of tasks and duties (Kim And et.al., 2019). Training and development is very
much potential to optimise the available human resource in proper manner. In context of M&S
they by conducting the training session as per the demand of employees able to gain potential
outcomes from them. They provide training by accessing working requirements and individual
needed potential skill set in order to remain competitive in marketplace. Here are the benefits of
training and development for both the employee and employer:
Benefits for employee's:
With the help of training and development employees remain motivate and it enhance the
job satisfaction and morale of employees that helps them to give one of their best efforts in
organisational development and enhancement in positive manner. Training and development
increase efficiency in working processes that resulted financial gain.
Benefits for employers:
Every employer possess the great vision for their company and for its growth. With the help of
training session they can be able to provide continuing education to their employees by making
sure that they hire one of best people (Lee And et.al., 2019). Training and development
encourages a more proactive approach that helps to attend to situations in best possible manner.
By using it employees are trained to think out of box that proved beneficial for organisation in
gaining desirable outcomes in any situation. In context of M&S they by conducting the training
and development sessions.
Flexible work environment:
Flexible working arrangement or environment is the arrangement in which employees
have the greater freedom of scheduling the work for fulfilling the work obligations as per their
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position in organisation. The most common place in respective practice that workers far greater
leeway in regards of their time to begin the work and end it so that they can positively balance
their work and life. Respective kind of HRM practice proved beneficial in enhancing the
motivation and sustainability in the marketplace as employee's can be able to give one of their
best efforts in organisational development and enhancement.
Benefits for employee's:
The major advantage of flexible working practice that it increase the feeling of personal
control over the schedule and work environment positively that directly enhance their motivation
level and productivity (Macke and Genari, 2019). They can be able to balance the work and life
in positive way that enhance retention rate in organisation.
Benefits for employers:
The major benefit of flexible working practice for the employer that it reduce the
turnover rate of valued employees as it enhance motivation of giving their best efforts. When
employees can be able to balance their work they directly engage with the organisational goals
and objectives positively.
P4 Effectiveness of different HRM practices in enhancing organisational productivity and
growth.
In an organisation various kinds of HRM practices to improve the productivity and
growth in order to remain competitive in the business environment. In context of M&S they use
various kinds of HRM practices that are as follows:
Employee retention:
Employee retention is very much important for the organisation which helps in gaining
higher level of productivity from employees by motivating them. To retain employees it is very
effective to provide the reward and recognition as per their needs and wants (Morgeson,
Brannick and Levine, 2019). In context of M&S by using respective practices organisation can
be able to gain desirable outcomes. Leadership development, management of talent and
performance management are the three major areas in which the high performing companies can
be differentiated themselves dramatically. In that regards organisation engage one self in more
activities and give more options to remain competitive in marketplace.
Onboarding the newly hired employees:
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onboarding of new employee consist of the process of getting new hires adjusted to the
social and performance aspects in regards of their new jobs in very quick and smooth manner in
order to reap important outcomes (Peccei and Van De Voorde, 2019). The major goal of
respective practice that it helps in learning the attitude, knowledge, skills and behaviour that is
essential to perform the work in most effective manner. In context of M&S by using respective
practice they can be able to provide important teaching of work and activities performed within
the organisation.
Talent management:
Talent management is the chain of activities that helps in identification of a suitable
candidate for a vacant position, hiring the same by developing the skills and expertise by
matching with the position in order to reach at the goals and objectives positively. In context of
M&S they conduct the examination or test for certain job roles by specifying skills and
capabilities in order to remain competitive in marketplace (Roscoe and et.al., 2019). There are
some crucial kind of advantages occurred by organisation by using respective practice as best
candidate able to give one of their best efforts in organisational development and enhancement.
By selecting right kind of candidate for right job not only proved beneficial for organisation but
also for enhancing the motivation level of employee's in that is very effectual in enhancing
productivity.
Performance management and rewards:
In today's scenario organisations showing the high degree of accountability in reinforcing
the reward and performance management practices in order to enhance motivation and
satisfaction of employee's. In context of M&S they on specific time period evaluate the
performance of employees and find out the best factor to motivate them so that they can give one
of their best efforts in organisational development and enhancement. Efficient reward practices
helps to attract the potential candidates and they directly contribute in productivity of
organisation. So it is very much effective for M&S to build effective kind of performance
management plan by evaluating skills and capabilities to provide future growth to them.
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TASK 3
P5 Analyse the importance of employee relations in respect to influencing HRM decision-
making.
It is very much significant for an organisation to maintain the healthy relationship with
the organisation and its employees so that they can be retained by firm for long time. To
maintain the healthy relationship it is significant to analyse the problems or hurdles faces by
employees while working in organisation such as lack of motivation, not friendly work place,
inequality and many more that directly affect on employee's working and behaviour adversely
(Saeed And et.al., 2019). So in context of M&S to reap important benefits from employees it is
necessary for them to take care of their needs so that they can give one of their best capabilities.
Here are the significance of employee relations that directly affect HRM decision making:
Enables to enhance loyalty of employees:
Healthy relationship within the employee and employer resulted loyalty within the
employee's towards the organisation and their objectives. To build healthy relationship higher
authority involves their subordinates in their decision making process that directly engage them
with their goals by reducing retention rate and enhance level of motivation with in the personnel
positively. In context of M&S by scheduling effective training program, restructuring pay
schedules and provide growth opportunities to their employees so that they can maintain healthy
relationship with their employee's to build loyalty.
Enhancement in level of productivity:
Productivity plays very important role to gain competitive edge and to reaching at large
no. of consumers potentially (Shen and Zhang, 2019). Productivity in an organisation can be
raised by building positive relationship with employees so that they can easily engage oneself
with goals and objectives. If the personnel satisfied with their work and return get out of their
work that automatically enhance their morale and productivity that helps in HRM decision
making potentially. In that regards HR by accessing the performance of individual can appraise
an individual and treat accordingly.
Effective communication:
Communication plays very much important role in maintaining the relationship with the
employees and contributes a lot in gaining effective kind of outputs from them. It is potential for
organisation to possess the systematic chain of communication by which orders and instructions
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passes through the definite path and effective decisions should be taken. In context of M&S by
using the hierarchy of structure in which information passes in a systematic way that helps in
clear the vision and mission and affect HR decision making. By effective communication HR
can be able to judge performance of their employee's and provide the career opportunities. It also
enables in selecting the potential candidate as per the required skills and capabilities so that they
can give one of their best efforts.
So from the above discussion it has been evaluated that effective employee relationship is
very much important for organisation in achieving the desirable goals and objectives (Yong,
And et.al., 2019)
P6 Key elements of employment legislation and its impact upon HRM decision making.
It is very important for organisation to follow legal bodies in context of employment so
that employees feel motivated, happy and encouraged to perform activities and operations in
effective manner. The respective organisation has to follow all legislation and laws so that they
can attain positive outcomes (Saeed And et.al., 2019). These laws are designed through
government to protect and promote employees benefits in terms of health and safety, protect
discrimination, equality and so on. Some of the legal acts which should be followed by Marks
and Spencer are described below:
Occupational Health and Safety Act, 1970- It is defined as act which focus on
preventing employees working in an organisation from dangerous or harm within working
premises. This law should be followed by Marks and Spencer in order to provide occupational
health and safety to employees so that they can work in diligent manner for attainment of goal
and objectives.
Medical Disability Act- It is defined as an act that is related with employee favour about
how working force should be treat under disability situation for work performance. This act is
designed mainly for disable people as per prescribed under medical test. They should be treated
in proper manner so that they can perform work at organisation. It is essential for Marks and
Spencer to follow such act in order to protect staff from discrimination on disability situation.
Fair Labour Standard Act, 1938- This is defined as act which has motive of providing
fair labour standard to each and every working force. Apart from this, it consists of different
activities like minimum wages, child labour, extra payment to employees work are working
overtime and many more. Such act should be implemented by Marks and Spencer for their
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employees who are working under them to attain goal and objectives of business along with
providing fair labour treatment to all.
Equal Pay Act, 1963- It is defined as act in which equal payment is made to each and
every employees working in an organisation. The main motto of such act is protecting working
force by various wages that is paid on basis of gender for same responsibility as well as roles
(Morgeson, Brannick and Levine, 2019). Marks and Spencer should implement this law in their
business and ensure that no differentiation is found in terms of wages among employees on
gender discrimination aspects.
Age Discrimination Act, 1967- This is defined as law which is designed to protect
working force who has completed age of 40 years. The respective act will protect at time of
recruitment process based on age group. This help those people who has retired from
government job and can perform work at private sector to earn money and live healthy as well as
happy life.
Therefore, respective organisation has to follow all these act in their workplace so that
employees can perform activities as well as operation in better manner for attainment of goal and
objectives. This helps them to provide motivation, satisfaction and encourage them for better
performance.
TASK 4
P7. The application of HRM practices in work related context
HRM practises offer the platform which help organisation to operate and perform
effectively in a well define manner. In the context of Mark and Spencer company has to focus on
achieving desire aims and objectives so that company earn profit and can expand business
effectively (Stewart and Brown, 2019). For improving efficiencies of employees company must
provide proper training and must hire efficacious employees to fulfil the need and requirement of
the company. There must several rewards and compensation must be given to employees as to
motivate the employees. Here are some method through which company HR can hire new
recruiters are explained down below:
Job specification for HR manager
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This is an written specification which is written statement for the educational
qualifications and have specific qualities which help individual to get job (Turner And et.al.,
2019). This include communication skills, technical skills and experience.
Job information
Position: HR Manager
Organisation: Mark and Spencer.
Salary: 50000$
Working hour: 8
Job purpose: M&S is finding out the HR manager who have well experienced in previous
company. The individual must also have proper communication as well as management skills to
handle employees. Along with this, interpersonal skills must be essential for HR manager to
handle the workers and superior in the well define manner. The candidate must excepted to
have effective leadership quality to handle the grievances effectively.
Roles and responsibilities:
 The main responsibility is to maintain and develop new policies which is essential for
the company to increase the professionalism within the organisation.
 Must solve grievances of employees and try to make good relationships with the
customer and employees as to create brand image in the marketplace.
 Organising recruitment and selection activity to hire candidates to fill vacant position.
Requirements:
 Degree in Human resource management and related sector.
 2 years work experience as an HR manager or HR executive.
 Knowledge about HR system and database.
 Quality to design plan of action and have effective skills or competencies.
Person specification:
This is the skills that a job candidates must posses in order to complete the task of a
position which is offered by the company (Tweedie and et.al., 2019). This can be outline
regarding requirement, training, experience and personal qualifications.
Basis Essential Desirable
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Education  The individual must
have Bachelor's degree
in Human resource.
 MBA in Human
resource in essential as
this aid value in profile.
Other educational diploma in
HR or in related area.
Skills  The candidate must
have good
communication skills
as there is an
responsibilities to
manage the workers
and activities
effectively.
 Along with this there
must be strong
interpersonal skills and
decision making skills
which help in
achieving desire
outcomes.
Person must posses good
information of Excel and
management tool for handling
activities effectively.
Experience  Person must have 1
year of experience in
HR manager in a
previous company.
 And 3 years of
experience as the post
of HR executive.
3 year experience as an HR
manager in reputed company
as to tackle employees.
Documents  2 passport size photo.
 Certificates of
Achievements and rewards in
previous company.
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experience.
CONCLUSION
From above report it has been concluded that human resource is very much important for
a firm so coordination of works and activities related to them potential for entire association. All
activities related to Human resource enables to enhance motivation and sustainability in
marketplace. With the help of roles and functions that can be only possible after delivering
responsibilities to each and every individual so that they can give one of their best efforts in
organisational development and enhancement positively. Recruitment and selection of suitable
candidate as per the requirement of skills and competency enables in gaining competitive edge in
marketplace. So it is potential for organisation to choose one of best method to recruit and select
candidates within firm.
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REFERENCES
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Berman, E.M and et.al., 2019. Human resource management in public service: Paradoxes,
processes, and problems. CQ Press.
Boon, C., Den Hartog, D.N. and Lepak, D.P., 2019. A systematic review of human resource
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Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
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Turner, M.R. And et.al., 2019. Corporate implementation of socially controversial CSR
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Tweedie, D. and et.al., 2019. How does performance management affect workers? Beyond
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