Human Resource Management Report: Marks and Spencer HRM Strategies

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, using Marks and Spencer (M&S) as a case study. It begins with an introduction to HRM, defining its purpose and functions within an organization, and then explores the various aspects of HRM including staffing, compensation, benefits, performance appraisal, and law compliance. The report delves into recruitment and selection processes, comparing internal and external recruitment methods and outlining M&S's five-stage selection process. It then examines different HRM practices, such as recruitment and selection, work-life balance, compensation, and training and development, highlighting their benefits for both employees and employers. The report also addresses employee relations, the influence on HRM decision-making, and key elements of employment legislation, concluding with the application of HRM practices in a work-related context.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
P1 ...........................................................................................................................................3
P2............................................................................................................................................4
TASK 2 ...........................................................................................................................................7
P3 ...........................................................................................................................................7
P4 ..........................................................................................................................................8
TASK 3 .........................................................................................................................................9
P5 ...........................................................................................................................................9
P6 .........................................................................................................................................10
TASK 4 .........................................................................................................................................10
P7 .........................................................................................................................................10
CONCLUSION .............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Human resources are used for describing both the individuals working in the company
and the department which is responsible for managing resources associated with employees.
Human resource management is a contemporary term that is used for describing the development
and management of workforce (Alfes and et. al., 2013). Human resource management is a
broader term for personnel and talent management. In the following report for better
understanding of human resource management, a company is considered known as Marks and
Spencer. This organisation was founded in the year 1884 by Thomas Spencer and Michael
Marks. It is one of the top retailer of UK and it specialises in food product and luxury clothing.
The following report describes the purpose and functions of HRM in a company and strengths
and weakness of different approaches to recruitment and selection. Also, it includes the benefits
of different HRM practices in the organisation for employee and employer. This report explains
the importance of employee relation and influence on HRM decision making and hey elements
of employment legislation and impact on HRM decision making. At last, this report describes
the application of HRM practices in a work related context.
TASK 1
P1
Human resource management is a strategic approach for the effective management of
individuals of the organisation. This helps in gaining competitive advantage in market. A human
resource management is deigned for maximising employee performance in service of strategic
objective of an employer. The main purpose of human resource departments is to manage
different needs of an employee (Budhwar, and Debrah eds., 2013). The human resource
department helps in maximising the efficiency of the company by handling all financial as well
as legal issues. The purpose of human resource management are described below-
Staffing needs – The human resource department is responsible for recruiting good
employees. This involves creation of position announcement that includes identifying the job
duties and determination of skill level required for the position. The human resource department
can terminate employees at any time as this department ensures that no laws are violated during
the process. This department is involved in the transfer and promotion process for the existing

employees of the company. The HR department of Marks and Spencer is handling all needs of
staff members of the organisation.
Compensation- There must be fair payment for each and every employee. The human
resource department personnel analyses and make changes in the pay structure of the company.
This department provides workforce with industry acceptable pay (Chelladurai and Kerwin,
2017). The HR management of Marks and Spencer asses policies and help the company in
complying with different federal laws, state laws and local laws in regards to compensation like
Fair labour Standards Act that addresses minimum wages and payment.
Benefits – Organisation uses good recruitment and retention tool for developing and
effectively administrating benefits of employee. Marks and Spencer provide different benefits to
it's employees like dental insurance, health insurance, retirement plans, conveyance benefits, etc.
Performance Appraisal- the human resource department works in conjunction with
individual department managers for evaluating the employee performance. The HR management
of Marks and Spencer is responsible for developing performance appraisal processes. The
company does this appraisal process once in a year. The appraisal process is used by HR
managers of this company for promotion, retention and termination of employees.
Law Compliance – Organisations are responsible for the safety and security of their
employees. There are different laws made by companies for protecting employees and giving
them a safe workplace. The human resource department of Marks and Spencer has to keep
updating new regulations made for the employees of company.
P2
Recruitment and selection is the major function of the human resource management. It is
beneficial for the company to hire good candidates who can work effectively in the company.
This department takes care of promotion, incentives and appraisals given to employees for
betterment of the company (Huselid and Becker, 2011). The HR managers of Marks and Spencer
are responsible for providing and managing workforce of the company. Some HR approaches are
given below-
Approaches to workforce planning- A workforce planning is process which is related to
aligning the goals and objectives of the company with aims of employees. The HR managers
make efforts for enhancing skills and development of the company.

Approaches to training and development- There are basically two types of trainings
given to employees in Marks and Spencer. Both on the job training and off the job training are
provided to employees for betterment of their efficiency. Trainings given to employees are
employee orientation, apprenticeship, mentoring, coaching and health and safety.
Approaches to rewards- The reward management is an approach that focuses on giving
rewards to employees (López-Nicolás and Meroño-Cerdán, 2011). The HR management of
Marks and Spencer ensures that employees are given both tangible and intangible rewards. The
tangible rewards include financial stability and intangible rewards include luxurious need of
employee.
Approaches to performance management- The HR mangers of marks and Spencer
evaluates the performance of employees at regular intervals for continuous improvement. An
evaluation of performance is important for the organisation.
Recruitment and selection process of Marks and Spencer
The recruitment and selection process of Marks and Spencer is very effective as it helps
in recruiting good candidates for the company. This company uses both internal and external
recruitment process.
Internal Recruitment- This is a process of recruitment in which vacant position of the
companies are filled by promoting existing employees. This does not require huge budget but
there are some disadvantages for selecting candidates through this way.
STRENGTH WEAKNESS
 This process is fast and it is a less
expensive way of recruiting candidates
who can work in the company.
 The management of country has no
responsibility of explaining the
operations to employees as they are
already having knowledge about the
operations of business.
 The employees of company are
motivated and supported as they got
 The main limitation of this is that
company cannot reach other potential
candidates outside the organisation.
 Sometimes wrong candidates are
promoted as people have to be selected
from inside the organisation.
 The ideas and innovations of people
who are outside the organisation are not
applied in the company.

promoted to higher position.
 The company is able to know the
weakness and strengths of employees.
External Recruitment – This recruitment process hires individuals by selecting candidates from
outside the organisation. This type of recruitment helps in introducing new ideas and concepts of
freshers and new employees. A budget has to be initiated by the company for recruiting people
from outside the organisation. The strength and weakness of this process is given below-
STRENGTH WEAKNESS
 When there are vacant positions in the
company and people are hired from
outside then new and innovative ideas
can be easily implemented in the
company.
 Also if external hiring is done then
there is opportunity for new candidates
to express their talent in the
organisation.
 The external process of recruitment is
very expensive as company has to
advertise and take interviews outside
the company.
 This process is not perfect to always
find the best candidate who can work in
the company.
Methods of selection in Marks and Spencer
The Marks and Spencer management not only evaluate CV but they undergo a traditional
way of recruiting people for hiring good candidates (Messersmith, and et. al., 2011). There is a
five way process of selecting employees in Marks and Spencer described below-
Register interest: This is the first step of recruitment that includes the application for job
vacancy. This involves filling of a basic form which consists of personal details and few
questions regarding skills and abilities of the person.

Business insight stage I: The person will be put in a hypothetical business situation
which resembles business problems involved in the operations of Marks and Spencer. The
selected individual are asked questions based on videos showed to them.
Business insight stage II: In this stage people are given questions relating to a project
and a task is given to that individual which resembles working of Marks and Spencer.
Business meeting: This stage will take 3-5 hours. In this the person will be asked to
perform a task related to area which he chooses. This is final stage of the selection process.
Offer or feedback: This is last part of selection process. Marks and Spencer offers the
appointment letter after evaluating the person on above tasks. Unfortunately if the person is not
selected he/she is given a feedback on how to increase skills and do well in future (Renwick,
Redman. and Maguire, 2013).
Strength Weaknesses
 Initial level includes form with basic
details and not CV
 Provides feedback to people when not
selected in the bank.
 It is time consuming process .
 People will sometimes feel demotivated
as they are evaluated on different skills.
TASK 2
P3  The human resource management practise is important role of human resource
department of the company. This includes implementation of HR strategy and systems
required for completing the daily business activities (Rubery, and Urwin, 2011). A best
human resource practise is process by which employees are able to satisfy employees and
workforce. The different HRM practices are recruitment and selection, work life balance,
compensation and training and development. There are following HRM practices listed
below-
Recruitment and selection – The Marks and Spencer has a well structured recruitment
process for hiring employees for the company. This organisation follows a five stage process for

recruiting employees who have skills and abilities that are required for the job role of HR. The
recruitment process evaluates the individuals on the basis of different business scenario. This is a
n effective way for hiring best employees who can work in the company and achieve goals and
objectives in given time frame. This recruitment process is expensive but it also provides best
employees.
 Training and development programs – The human resource management of Marks and
Spencer organises various trainings for career growth and development of the employee.
The workforce of Marks and Spencer are given special trainings such as apprenticeship
training, health and safety trainings, mentoring and coaching, employee orientation
program, etc. This company organises several motivational programs for it's employees
so that the productivity and efficiency of the company increases (Schermerhorn and et.
al., 2014). A good motivational program enhances enthusiasm and confidence of
employees.
Benefits to employees Benefits to employers
 Training and development programs
helps in the development of knowledge
and skills of the employee for
increasing the capability of employees
and making them successful in the
competitive business environment.
 HRM practices helps the management
of Marks and Spencer for making
positive environment at workplace and
increasing motivation level of their
employees.
 Employers are able to increase
efficiency and profits of Marks and
Spencer by providing different career
development trainings to its employees.
 HRM practices help to retain
employees.
 If a right candidate is recruited and
selected for working in the
organisation, then it will help company
in attaining the goals and objectives of
the company in less time frame.

P4
The human resource management controls and manages different functions of the
organisation which are related with the welfare of employees. The HR department of the
company provides trainings and development programs for the betterment of employees. There
are different HRM practices followed in Marks and Spencer but the main function is to recruit
the best eligible candidate for the company. When good candidates are hired by the organisation
then employees will be able to give better outcomes (Sheehan, 2014). The various HRM
practices followed in Marks and Spencer which help in enhancing the efficiency of company
operations are given below-
Manpower planning- This is an essential part of the human resource management and in
this an action plan is created which consists of clear and effective plans and strategy for making
solutions for analysing the supply and demand gap, succession gap, competency gap. The
employees of Marks and Spencer are provided with continuous evaluation on their organisation
and personal goals. This gives them an idea for developing their skills and competencies and
become better.
Performance management system- This is a process used by the human resource
department for evaluating the performance of employees working in Marks and Spencer. The HR
management of Marks and Spencer aligns the vision, mission and goals of the company with HR
strategy (Sparrow,Brewster. and Chung, 2016). The performance management system evaluates
the skill and competencies of an individual and on this basis the HR managers provide effective
trainings and learning sessions for employees.
TASK 3
P5
Employee relation is defined as the relation or bond shared among employees of the company. A
good relation between employees is helpful for coordinating and collaborating with each other
and doing work efficiently. When organisation uses this approach, it helps in creating healthy
and positive environment at workplace. Employee feel more engaged towards the organisation
and they perform more appropriately if there is good relation between individuals working at
same place. Marks and Spencer follow this kind of approach for engaging employees and getting

new and innovative ideas from them. The HRM decision of the company is affected by employee
relation in the following ways-
 A healthy relationship between managers and staff will help HR team for analyzing and
evaluating the demands and needs of them. The HR management of Marks and Spencer
has a good relation with staff and other employees and they take collaborative decisions
for getting better results. When the employees share a good relationship then there will be
no conflicts and fights.
 A healthy relationship between HR managers and employees helps in reducing conflicts
in the business environment.
 The HR team and manager of Marks and Spencer ensures in providing positive
environment to its employees for increasing the efficiency and productivity of company.
P6
All organisations have to follow some laws at workplace for betterment of environment at
workplace (Storey, 2014). By following these legislations, Marks and Spencer ensures that they
are not going to face any kind of loss due to legal actions. There are some common laws which
affects the HRM decisions and they are described below-
Occupational Health and Safety Act, 1970: This law commences that organisations have
to take care of health of employees when they are working at workplace. Marks and Spencers
recognise the importance of this law and thus, the top authorities of this enterprise ensure that
there is no violation of this act.
Fair Labor Standards Act, 1938: This act was enforced in 1938 since then it has been
revised many times. This law governs minimum wages to the workers, overtime payment to the
employees who work more than 40 hours in a week. Marks and Spencer knows the importance
of this law and decided to use this for the development of their workers.
The Equal Pay Act, 1970: This act was based on the Equal Pay Act of 1963 of United
States. The main aim of using this act is to eliminate discriminations between men and women,
on the scale of payment and working conditions. By implementing this act in Marks and Spencer
they promote gender equality within the organisation.
Impact of employment legislation upon HRM decision-making
The human Resource Managers and leaders take effective decisions related to the
employees of the organisation. HR of Marks and Spencer is responsible for the implementation

of the above mentioned legislations in the enterprise and ensure that the staff is provided all
these rights. HR manager of this company ensure that all the decisions taken by them are in
accordance with the legislations enforced by government. This assists in developing an
organisational culture which conducts activities and transactions as per the manner stipulated by
law.
TASK 4
P7
Application of HRM practices in Marks and Spencer
The human resource management of the organisation should manage it's employees in an
effective manner for reducing employee turnover. The HR managers of Marks and Spencer
manages its workforce effectively. There are effective HR practices followed in the company for
improving the performance of employees and their overall productivity (Unger, and et. al.,
2011). M&S aligns the vision, mission and objective of the company with the HR strategies for
improving the efficiency of the company as well as employees. The employees of this company
are given proper trainings, coaching, guidance and sessions for managers, workers and staff
members.
Job Description
Job Details
Post : HR Manager
Company : Marks and Spencer
Job Purpose
Enthusiastic and dynamic candidates are invited for the job position of HR Manager. The
applicants must have a good communication skill and well trained in all aspects of Human
resource. Additionally, the applicant should organise trainings and seminars for benefiting the
organisation.
Roles & Responsibilities
 The HR manager is responsible for implication of good HR policies and strategies for
development of employees.

 Initiating different programs and trainings in order to increase employee engagement
and motivation.
Person Specification
 Post: HR Manager
 Department: HR department
 Key: This shows what is required as an evidence:
 (A): Application form, (I): Interview, (R): Role
Attributes Essential Desirable
 Qualification &
Experience
 Diploma or Post-
graduation in
management field
from any college.
 Experience in Human
resource department
for 4-5 years.
 Experience of working
in HR
departmental filed in relation
to management sector
 Skills or knowledge  Effective
communication skills
in both written and
verbal.
 Good English speaking
 Skills for analysing
business competencies
and making right
decisions for the
company.
Creation of structured interview- The HR management of Marks and Spencer invites applicants
through giving job advertisements on job portals, newspapers, magazines, websites, newspapers,
social networking sites, etc. The HR manager of the company takes interview of different
applicants regarding basic questions related to ambitions and goals of the individual.
 What are the roles of HR Manager in development and growth of organisation?
 Why there is an need to develop positive relationship among employees at workplace?