HRM Practices, Employee Relations & Legislation at Marks and Spencer

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Marks and Spencer, a multinational retailer. It delves into the purpose and functions of HRM, focusing on workforce planning, recruitment, and selection approaches. The report discusses the strengths and weaknesses of various recruitment methods, including social media and internal recruitment, as well as selection processes like aptitude and personality tests. It evaluates the benefits of HRM practices for both employees and employers, such as training and development, and reward management. Furthermore, the report highlights the importance of employee relations in influencing HRM decision-making and identifies key elements of employment legislation. The application of HRM practices within Marks and Spencer is also examined, providing a holistic view of how HRM contributes to the organization's efficiency, productivity, and overall success.

Human Resource
Management
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Table of Contents
INTRODUCTION...........................................................................................................................3
TASK1.............................................................................................................................................3
P1 Discuss the purpose and functions of HRM, applicable on resources and workforce
planning of an organisation. ..................................................................................................3
P2 Discuss the strength & weakness of recruitment and selection approaches. ...................4
TASK 2............................................................................................................................................6
P3 Discuss benefits of HRM practices within an organisation for employees & employers.6
P4 Evaluate effectiveness of different types HRM practice..................................................7
TASK 3............................................................................................................................................8
P5 Importance of employee relation in respect to influencing HRM decision making.........8
P6 identify the key elements of employment legislation........................................................9
TASK 4..........................................................................................................................................10
P7 Application of HRM practices .......................................................................................10
CONCLUSION .............................................................................................................................11
REFERENCES..............................................................................................................................13
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INTRODUCTION
Human resource management refers to a process of recruiting, selecting & firing peoples
in an organisation (Armstrong and Taylor 2020). Main role of HRM is to attract more candidates
towards organisation and select a right person for a right job from all available applicants. By
organising training and development programmes for employees it helps in developing their
skills and knowledge. In achievement of organisation goals HR of an organisation play very
essential role. This report helps in understand human resource management in a better way.
Marks and Spencer is an multinational retailer company headquarter in Landon, U.K. It
basically deals cloths, furniture, beauty products, food, wine & gifts etc. Top competitors of
selected company are John Lewis, Matalan Retail and Wilko. This report includes functions and
applications of human resource management, different approaches of selection and recruitment,
benefits of HRM practices for both employees and employers, importance of employee relation
in decision making, employment legislations and different applications of HRM practices.
TASK1
P1 Discuss the purpose and functions of HRM, applicable on resources and workforce planning
of an organisation.
Main purpose of human resource management is to enhancing efficiency and productivity
of an organisation. An effective HR of an organisation helps in achieving organisation goal by
providing training to their employees. In context of selected firm, its HRM department helps
organisation in managing its internal operations & workforce in a better way. And helps in
maintaining good environment in an organisation which enhance its brand image. These are
some functions and purpose of HRM which help HRM in managing its resources and workforce
are discuss below:
Purpose of HRM:
 Increase performance- Main purpose of human resource management is to increase
workers efficiency and productivity. In context of selected firm their HR provide training
and developments programmes for enhancing their workers performance. Marks Spencer
is an large organisation and its success is depend on their workforce productivity. So its
important to manage the performance of their employees by properly and guiding them
(Aronson 2019).
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 Organisation environment- Human resource management assist in creating a good
environment in an organisation. Image of any organisation is affected by its organisation
culture. In context of selected firm, its HR helps in building relationship between
employees and employers. Which motivates their employees and enhance their
productivity also. Selected firm use flat organisation structure which helps in direct
communication between their HRM department and workers. Which create a healthy
environment in an organisation.
Functions of HRM: In context of selected firm its human resource management play these
important function which helps in development of organisation.
 Recruitment- It refers to an process of attracting candidates for applying in an
organisation for an vacant position (Berman and et. al. 2019). In context of selected firm
it HR use E- recruitment method for hiring candidates for a particular job. This
recruitment process save organisation money and time as compare to physical
recruitment. Human resource management helps organisation in hiring best candidates
for organisation. HR of selected firm also use internal recruiting method for filling
available vacancy. It means workers who are already working with organisations are
promoted or transfers to another department for filling vacant post. This recruitment
method helps in retain their employees for long period in an organisation.
 Selection- It refers to an process of selecting best candidates from pool of applications in
organisation (Bishu and Headley, 2020). This function of HRM assist HR of chosen
company to select best and potential candidates who help in achieving organisational
goal. In context of selected firm its HR hire candidates through online mode and from
internal sources. Which reduces time and money required for selection process as
compare to physical selection process.
P2 Discuss the strength & weakness of recruitment and selection approaches.
Recruitment and selection are play an important role in an organisation development.
Selected firm human resource management department use different approaches which helps in
operating organisation activities successfully. These approaches helps organisation in decision
making for achieving organisational goal.
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Recruitment- This process helps organisation in attracting best candidates towards the vacant
job vacancy in company (Chimezieokwudiri 2020). For successfully hiring new candidates HR
of selected firm use these approaches which are discuss below:
Social media applications: In context of selected firm, its HR use this approach for hiring best
candidates in organisation. Now a days being active on social media like Linkedin & Twitter
helps HR to find potential candidates which serves the company best. Social media is an
effective and efficient method for recruiting employees in organisation.
 Strength- This approach helps organisation in reducing time and cost of recruiting
employees as compare to physical recruitment procedures. Involved in social media
activities also increase company brand and define organisation culture to candidates. It is
an best approach of attracting candidates towards organisation.
 Weakness- This application attracts few numbers of applicants towards organisation.
Because of it company face problem in selecting best candidates.
Internal recruitment: Selected firm use internal resources for recruiting candidate for vacant
post. It means transfer of employee to another department and promote employee to another post
for filling vacant post in organisation.
 Strength- In context of company, this application reduce cost of recruitment of
organisation because for informing employees related to vacant post. Company not
require to do any kind of advertisement. It also retain employees for long period of time.
 Weakness- This approach of recruitment creates unemployment and no new ideas are
generated from outside (Flynn, Valentine and Meglich 2021).
Selection- It refers to a process of selecting best candidates from available applications which
suits the vacant job most and helps organisation in achieving its goal. In context of selected firm
its HR select best candidate which efficiently utilized its knowledge and skills are serve for
development of company. These are some approaches of selection process which are discuss
below:
Aptitude test: It refers to an selection test which is used by HR of relevance company for
analysing knowledge and skills of selected candidate(Ghobaei-Arani, Souri and Rahmanian,
2019). It is also known as potential ability test. Which helps in understanding candidate ability to
perform a task and training is required for him or not.
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 Strength- This approach helps in understanding ability of candidates and analysis their
skills and knowledge.
 Weakness- Aptitude of a person is affected by other factors which influence performance
of candidate.
Personality test- It refers to a test which helps HR of selected company to measure basic make-
up & characteristics of candidate(Hinton Woods, and Zibarras, 2020). With the help of this
approach they measures self- confidence, mood, interpersonal relation, emotional reaction, value
system etc.
 Strength- This test help organisation in understanding behaviour of their candidates and
analysis how its traits are beneficial for organisation development.
 Weakness- Its difficult for HR of selected company to measure personality traits of
candidates because at the time of interview all applicants are not reflects their real traits.
TASK 2
P3 Discuss benefits of HRM practices within an organisation for employees & employers.
In context of selected firm, human resource management practices helps organisation and
its employees in enhancing their efficiency and productivity. HR of relevance company use
different approaches which helps in achieving organisational goal. These techniques are discuss
below:
Training & development: This approach of human resource management improve workers
current and future performance by enhancing their ability and skills. This approach helps in
development of their employees growth.
 Benefits to employees- This approach helps employees in enhancing their efficiency and
productivity towards their work. Which make them effectively achieves organisations
goals. Selected company use this approach for guiding and motivating their employees
towards goal of an organisation.
 Benefits to employer- In context of selected firm, this technique helps in achievement of
organisational goal and reduce labour turnover rate of organisation. It increases
productivity of an organisation which creates a good brand image of company (Islam
2019).
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Reward managements- It refers to a policy formulated by human resource manager for fairly
provides reward to their employees based on their performance. In context of Marks Spencer this
technique increase its productivity.
 Benefits to employees- In relevance of company this technique motivates their workers
to do work with their full efficiency. For getting rewards employees willingly perform
their task. Providing rewards to employees helps in their future growth (Karabchuk and
Soboleva 2020).
 Benefits to employer- This technique help employer in differentiate between high and
low performance employees. It also assist in attracting, retaining and motivating
employees towards organisation and its goal.
From above discussion it can be analysed that all human resource management practices are very
essential for the growth of employees and organisation. It help in enhancing efficiency and
productivity of employees and organisation which assist in achieving organisational goal.
P4 Evaluate effectiveness of different types HRM practice
According to studies, in an organisation there is a department called human resource
management which includes the process of hiring and firing of staff .
Human resource management practice
These are the policies which are required to perform everyday routines in a department of human
resource in an organisation, these practices include, performance management, staff development
and staffing, motivating or encouraging employee or taking involvement in decision-making.
There are seven given practice which are mentioned below;
1- Selecting applicants for the purpose of hiring and firing –hiring this is a process of selecting a
right candidate for a suitable job and firing is a process in which employees have to resign their
jobs.
2- Fair remuneration – Salary is given equally to all employees in an organisation
3- Providing training and development in relevant skills- This kind of practice states that all
companies must invest mainly on training or on maintaining employees budget (Kitchot,
Siengthai and Sukhotu 2020).
4-Giving safety to all the employees in an organisation- this statement means HRM practice
biggest responsibility is employment security.
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5- Managing own-self and with this effective team – Team work is very important as well as
helpful in achieving goals and for achieving success in company.
6- Making flat organisation- Every employee should be treated well because all employees are
valuable.
7- Unbiased compensation according to performance- If right candidate is hired thus company
must compensate them above average because this will increase a company value.
HRM practice for employee
Encouraging optimistic behaviour- There are many motivational policies which are based on
psychological premise, being optimistic helps employees to bring positive outcome and with that
can help employees to earn more money, this improves a new behaviour thus this can be helpful
for attaining company goals and also this helps in enhancement of performance and
development. Moreover marks Spencer managers they work in optimistic way which enhance
their performance and work efficiency (Malik, Froese and Sharma, 2020).
Focusing on employee growth – This statement mainly focusing on growth of employee in an
organisation, when employees are well trained or they have been improved their knowledge and
skills therefore this increases employees efficiency.
HRM practice for employer
Creating a flexible workplace – This helps employee to make different positive environment
which could be quite helpful in decision-making or along with that helps in developing right
concept.
Encouraging workers – All employees are motivated at their workplace, due to this reason all
subordinate complete their role with whole enthusiasm, which enhance their performance and
accomplish company goals, employees and employer they both play their role of development in
an organisation.
TASK 3
P5 Importance of employee relation in respect to influencing HRM decision making
Employee relations this states that maintaining a good and compassionate relationship between
organisation and employee. In relevance of company marks Spencer their subordinates are
honest and loyal towards their because of their positive relationship with organisation. There are
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several importance of relation between employees and organisation which impacts on decision-
making given below;
Productivity – If there is relationship is not that good between an organisation or employee this
might effect on productivity, in the context of company this is very difficult to examine the
productivity, employees maintaining good relationship in an organisation, which creates a
positive and healthy environment in a company,this is a effective way which encourage
employees towards their work or duties, productivity is very essential if all departments are
working together in one direction.
Policies – In every organisation there are many policies which are comply by employees of an
organisation, all the policies are given by higher authorities and followed by workers and this
might dispute between them which may affect reputation of company.
Improving employee relations – Always employees expects unjust treatment from an
organisation or by management, this statement means all individuals must be treated equally and
in fair manner, favouritism and partiality should be avoided completely,do not ever make
employees dull or boring keep the atmosphere interesting and challenging, let them work with
whole concentration and enthusiasm, this can be happened if employees are motivated in good
manner as well as rewarded from an organisation or maintaining everyday interaction with
employee, inform them each day about procedures, policies, and decisions of company. If any
employee has done something great appreciate and reward them for doing well in job, this might
improve relation between an employee and organisation. Motivate employees views and
feedback this would surely boost them and provide them fair remuneration ,they must be paid
fairly according to their efforts, skills, and talents. Marks Spencer always try to build a positive
relationship between an employee or an organisation, provide them comfort zone thus they can
express their views in direct manner or clear their doubts with managers of a company without
being nervous. Appreciation is must while employee performs well and achieve their targets
given by company, this is the way of enhancing relationship between an organisation and
employee. Marks Spencer always reward their employee in their company. (Noopur and Dhar,
2019).
P6 identify the key elements of employment legislation
As per studies to maintain an organisation in a smooth manner or to increase its development it
becomes essential to run an organisation under laws, rules and regulations .Employment
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legislation this is defined as where all the laws are announced such as human rights, labour
relations, wages, pay equity, occupational health and safety while these laws are declared then
this is known as employment legislation. There are some acts mentioned below they are;
Discrimination act – This act defines when human beings are treated in unjust manner , group
of peoples are treated prejudiced on based of classes, group or other categories to which they are
belong. Discriminatory leads to a worst level where human beings suffers from unfair behaviour.
Group of peoples are discriminated on the basis of religion, cast, gender, sexual orientation, race,
age, colour, national origin or as other categories.
Working time regulation act – An organisation sets working time act for their employee which
are about holidays and maximum working time , these rights are given by law of the government
which must be followed by organisation. This act 1998 defines working time rules and regulation
or else this describe limits of work hours, this act provide minimum each day rest period of
workers as well as providing working day and shift. The working time act creates a set of rights
for people work for i.e. right to limit their working week to 48 hours, right to be paid for 20
minute break during 6 hours of working. Regulation 13 and 13A this means right to be paid for
annual leave of 28 days ( including public holiday and bank holidays).
Data protection act – This act is a data protection act which protects complete data and its
privacy as well as probity, which is held by businesses or an organisation. This act assure to
group of peoples whether employees or customers they can easily correct their data. Data
protection act of 2018 controls the authority of in which way personal data or personal
information are barely used by government, or an organisation, people are responsible for using
personal data are allow to follow strict rules and regulation, and principles this is known as data
protection act and this act is followed in a good manner by marks spencer (Song, Fisher and
Kwoh 2019).
TASK 4
P7 Application of HRM practices
Human resource system this is business application in which companies store complete
information of employee.
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Employee database – this is one of fundamental of human resource application, these features
have ability to store complete data of all employees, and this is made up of employee contact
information, and social security numbers, or details of previous employment.
Benefits of administration – This platform often manages workers benefits and this process
includes policies of life insurance, or dental and health plans (Stewart and Brown 2019).
Job specification
Job specification this is written statement which includes particular qualities and educational
qualification, and experience, physical, technical,emotional and communication skills which are
required for purpose of job and number of responsibilities are given in job and complied well.
Job Specification
Organisation: Marks Spencer
Job Designation: Sales assistant
Job Purpose: Giving responsibilities to the customers and spread different kinds culture and
age group.
Roles & Responsibilities:
 Having a ability to satisfy customers and help them to get suitable product.
 Ability to take right actions while required.
 Refill the clothing stock
Required skills & experiences:
 B.com and MBA certificates are required from a approved university or college
 Fluent in speaking or writing
 Basic computer knowledge (Ms – excel)
 Apprenticeship in any organised marketing company
Job offer letter – This is an official document which is offered by a company, this is for a
purpose of whether an employee got a job this is called offer letter. Offer letter it includes job
description, working hours, job position, or working hour schedule day or night, details of salry ,
and compensation benefits and details, even locations are described .
CONCLUSION
From above discussion it can be analysed that human resource management is a process
of recruitment and selection which helps organisation in selecting best candidates. Its important
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for an organisation to select an appropriate technique of recruitment and selection because all
techniques have its own strength and weakness. Human resource management use different
practices or approach which are helpful for both employee and employer. For retaining and
motivating employees its important to use these technique in organisation. From above
discussion on legislation it is clear that for success of any organisation its important to follow all
these legislation.
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REFERENCES
Books & journals
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice.
Aronson, R. L., 2019. Self employment: A labor market perspective. Cornell University Press.
Berman, E. M and et. al. 2019. Human resource management in public service: Paradoxes,
processes, and problems. CQ Press.
Berman, E. M. and et. al. 2019. Human resource management in public service: Paradoxes,
processes, and problems. CQ Press.
Bishu, S. G. and Headley, A. M., 2020. Equal Employment Opportunity: Women Bureaucrats in
Male‐Dominated Professions. Public Administration Review. 80(6).pp.1063-1074.
Chimezieokwudiri, D. F., 2020. Recruitment and selection on the performance of public sector in
Nigeria. International Journal of Advanced Research in Management and Social
Sciences. 9(10).pp.45-69.
Flynn, W. J., Valentine, S. R. and Meglich, P., 2021. Healthcare human resource management.
Cengage Learning.
Ghobaei-Arani, M., Souri, A. and Rahmanian, A.A., 2019. Resource management approaches in
fog computing: a comprehensive review. Journal of Grid Computing, pp.1-42.
Hinton, D.P., Woods, S.A. and Zibarras, L.D., 2020. RECRUITMENT AND
SELECTION. Human Resource Management: Strategic and International Perspectives.
p.198.
Islam, F., 2019. Recruitment and Selection Process of Kazi Farms Group.
Karabchuk, T. and Soboleva, N., 2020. Temporary Employment, Informal Work and Subjective
Well-Being Across Europe: Does Labor Legislation Matter?. Journal of Happiness
Studies. 21(5). pp.1879-1901.
Kitchot, S., Siengthai, S. and Sukhotu, V., 2020. The mediating effects of HRM practices on the
relationship between SCM and SMEs firm performance in Thailand. Supply Chain
Management: An International Journal.
Malik, A., Froese, F. J. and Sharma, P., 2020. Role of HRM in knowledge integration: Towards a
conceptual framework. Journal of Business Research. 109. pp.524-535.
Noopur, N. and Dhar, R. L., 2019. Knowledge-based HRM practices as an antecedent to service
innovative behavior: A multilevel study. Benchmarking: An International Journal.
Song, M., Fisher, R. and Kwoh, Y., 2019. Technological challenges of green innovation and
sustainable resource management with large scale data. Technological Forecasting and
Social Change.144.pp.361-368.
Stewart, G. L. and Brown, K. G., 2019. Human resource management. John Wiley & Sons.
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