HRM in Workforce Planning: Recruitment & Selection Approaches at M&S

This report provides a comprehensive analysis of Human Resource Management (HRM) functions within an organization, focusing on workforce planning, recruitment, and employee relations, with Marks and Spencer as a case study. It examines the purpose and functions of HRM, including recruitment, training, and performance evaluation, highlighting the strengths and weaknesses of internal and external recruitment approaches. The report evaluates the benefits of HRM practices for both employers and employees, emphasizing organizational profit and productivity. Additionally, it analyzes the importance of employee relations and employment legislation in HRM decision-making, illustrating the application of HRM practices in a work-related context. The analysis concludes by critically evaluating employee relations and HRM practices that inform and influence decision-making within an organizational context, supported by specific examples.

Human Resource Management
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Table of Contents
Introduction......................................................................................................................................4
Task 1...............................................................................................................................................5
LO1..................................................................................................................................................5
P1 Explain the purpose and functions of HRM, applicable to workforce planning and
resourcing an organisation...........................................................................................................5
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection 7
M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfill
business objectives.....................................................................................................................10
M2 Evaluate the strengths and weaknesses of different approaches to recruitment and selection
...................................................................................................................................................11
D1 Critically evaluates the strengths and weakness of different approaches to recruitment and
selection, supported by specific examples.................................................................................12
LO2................................................................................................................................................13
P3 Explain the benefits of different HRM Practices within an organisation for both the
employer and employee.............................................................................................................13
P4: Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity...............................................................................................................15
M3 Explore the different methods used in HRM practices, providing specific examples to
support evaluation within an organisational context.................................................................16
D2 Critically evaluates HRM practices and application within an organisational context, using
a range of specific examples......................................................................................................17
Task 2.............................................................................................................................................18
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LO3................................................................................................................................................18
P5 Analyse the importance of employee relations with respect to influencing HRM decision-
making.......................................................................................................................................18
P6: Identify the key elements of employment legislation and the impact it has on HRM
decision-making.........................................................................................................................20
M4 Evaluate the key aspects of employee relations management and employment legislation
that affect HRM decision-making in an organisational context................................................21
LO4................................................................................................................................................22
P7: Illustrate the application of HRM practices in a work-related context, using specific
examples....................................................................................................................................22
M5 Provide a rationale for the application of specific HRM practices in a work-related
context........................................................................................................................................23
D3 Critically evaluates employee relations and the application of HRM practices that inform
and influence decision-making in an organisational context.....................................................24
Conclusion.....................................................................................................................................25
References......................................................................................................................................26
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Introduction
In every business organisation human resource management play very important role through
which managers can easily manage as well as control all business practices in a most appropriate
manner to achieve high-profit margin. Its major function is recruitment, training, development,
motivation, induction, placement and many more. HRM enhance the current ability and skills of
employees by providing them suitable training and development pogroms according to their
required area. This project report is based on Mark and Spencer that is multinational retailer
company in the United Kingdom. It provides high-quality home products, luxury food items and
clothing for men as well as women. This report includes various purpose, function, and scope of
Human resource management. Also has been analysed several weakness and strengths of
different approaches to recruitment and selection. Apart from this various employment
legislation has been examined which impact on the decision-making process of HRM. In the end,
various HRM practices have been applied in the Mark and Spencer for enhancing profitability
and performance in a proper way.
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Task 1
LO1
P1 Explain the purpose and functions of HRM, applicable to workforce planning and
resourcing an organisation
It is highly important for HR manager of Mark and Spencer to control and manage entire
structure and function of the organisation to achieve set goals and objectives effectively. HRM
plays a very crucial role in the appropriate management procedure. Mark and Spencer are unable
to attain set standard without Human resource management because it performs all important
functions.
Purpose of HRM
The major purpose of HRM is developing strong planning and strategies to manage available
resources. HR of Mark and Spencer motivate its employees to work in a proper way to attain set
target in the certain time period.
Employee’s development: To increase productivity as well as the profitability of the company it
is a major responsibility of HR to provide proper training and development session to employees.
To enhance employee’s existing performance it is necessary for HR to develop training programs
according to the requirement of improvement (Reason, 2016).
Proper utilization of human resources: It is highly important for the organisation to utilise its
available resources in a systematic manner to enhance the level of productivity and profitability.
HR manager of Mark and Spencer manage and control resources for accomplishing high growth
as well as development in the tough competitive business environment.
Evaluation of performance: HRM performs an essential role in the evaluation and monitors the
performance of employees. HRM provide appropriate training session tom employees according
to their performance for enhancing their abilities. On the basis of employees performance HRM
develops an action plan that reflects everyone’s performance, reward and punishment (Paauwe,
et. al., 2013).
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Positive relations: HR of Mark and Spencer create a healthy and positive relationship with
employees so that they can perform allocated work and task in a systematic way. Mark and
Spencer need highly skilled and qualifies employees who can work in the proper manner within
the organisation without creating any hurdle. HR can easily reduce conflicts by creating a good
relationship between all employees.
Function of HRM
Selection and Recruitment: It is the most important duty of HR of Mark and Spencer to hire
highly quailed and skilled employees for the organisation. There are so many recruitment
approaches which are used by HR for hiring the right candidate for the right place at the right
time. HR asks various questions from the candidates during interview procedure for selecting
right one from a large pool (Muscalu, 2015).
Planning: HRM develops great planning and strategies for the organisation for achieving high
success and growth in the large competitive business environment. It is a major function of HRM
without planning Mark and Spencer is unable to maintain its strong position and stability on a
global scale. With the help of an effective plan, a company can easily manage its financial profit,
resources, and productivity in a proper manner.
Benefits and compensation: It is necessary for HRM to provide appropriate benefits and
compensation to employees for enhancing their satisfaction level so that they perform well
within the organisation.
Training and development: HRM develops effective training and development programs for
employees to enhance their existing skills and abilities. This will increase the performance of
employees as well as an organisation through which they can maintain long-term stability in the
large competitive marketplace (Kroon, et. al., 2013).
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P2 Explain the strengths and weaknesses of different approaches to recruitment and
selection
It is a major responsibility of HRM to hire new employees for any vacant place within the
organisation. There are so many tools and techniques for recruitment and selection which is used
by HR for selecting the right candidate for the right place. Recruitment is that concept through
which HRM invite a huge number of people to apply for the vacant job and through selection
process HR select best candidate for the organisation from a large pool of candidate. HRM use
various approaches of recruitment and selection process to select a right person the vacant
position.
Internal recruitment: The internal approach is considered by so many companies for hiring
employees from inside the organisation for the vacant position. Mark and Spencer look for
skilled employees in this approach within the organisation. If HR hires employees through
internal approach then there is no need to give information about structure and function. With the
help of Internal approach HR manager of Mark and Spencer hire the best employee for the empty
position. Other employees of the organisation get motivated by the internal approach to grab the
growth opportunities. There is no requirement to invest funds in the advertisement of vacant job
position (Jimenez-Jimenez and Sanz-Valle, 2012).
External Recruitment: With the help of external recruitment Mark and Spencer select best
candidate for the vacant job position from a large pool of candidates. HR manager of the
organisation uses various external sources for selecting the right candidate for the right job
position. Campus recruitment, job advertisement, employment agencies are some sources of
external recruitment.
Job Description: It is one of most important part of selection process according to which people
apply for the job. Candidate applies for the vacant job according to the required potential and
capabilities. Basically, job description provides details related to the empty position,
responsibilities, and duties which are performed by the employees.
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Personal Specification: It provides details about the requirement of job which should be
fulfilled by the person such as behavioural requirement, qualification, personal requirement,
experience and many more that should be met by the selected candidate (Hargrove, et. al., 2013).
Weaknesses and Strengths of Selection and Recruitment Approaches
Competency approach: In this employees are selected on the basis of required skills and
abilities for the vacant job position. It is essential for the selected candidate to fulfil the
requirement of the position and perform duty in a proper way.
Strengths Weaknesses
 Increase employee’s skills and abilities
to perform a specific task.
 The organisation has to spend less time
and cost in the selection.
 Enhance confidence among employees
so that they can perform a difficult task.
 There are various conflicts arises in the
selection process of employees.
 If HR have less knowledge then he
selects less quailed candidate which impact on
the organisation
Contingency approach: If HR hires employees through this approach then he will get some
amount of fee from the organisation (DeVaro and Morita, 2013). It is an effective tool for
recruitment and selection in which manager get employees according to the requirement.
Strengths Weaknesses
 Highly skilled and qualifies employees
can be selected through this approach.
 Enhance cultural of the organisation
which improves profit margin.
 It is not reliable for a long time period
which impacts negatively on the organisation
 HR manager has to spend a huge
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amount of time and money
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M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfill
business objectives
HRM is a very important aspect that supports the business operations to be carried in an effective
manner. Apart, the functions of HRM enable the employees of the Mark and Spencer to carry
their activities in accordance with the goals and objectives of the company. In addition, the
functions of HRM support in providing effective training to its employees so that they can
enhance their skills and knowledge that can lead to better effectiveness and efficiency in the
operations. Apart, the functions of the Human Resource Management supports that the
authorities of the Mark and Spencer in the expansion activities and growth factors (Daley, 2012).
Human Resource Management support the Mark and Spencer in creating a positive environment
that further supports in coordinating and integrating the activities of the employees in one
direction so that the activities are coordinated and carried out in a smooth manner leading to the
early and easy achievement of the goals and objectives (Richman, 2015). For the purpose, the
functions of Human Resource Management gives a proper focus and observation on enhancing
the skills, talent, and knowledge of the employees by providing training sessions so that the all
these forces support in the overall development of the company.
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M2 Evaluate the strengths and weaknesses of different approaches to recruitment and
selection
In relation to the approaches of the recruitment and selection, there can be two approaches that
are internal and external recruitment approach that can support the Mark and Spencer in better
evaluation of the approaches.
Under Internal recruitment approach, the firm selects the employee for the vacant position
through internal source either through promotion and transfer. The concerned approach provides
the company to have much strength such as the concerned company can make a better
assessment of the performance of its employees, act as a medium of motivating the employees
and also the method is a quick and easy approach that enables Mark and Spencer focus on more
strategic areas of work (Richman, 2015).
Under External recruitment approach, the firm employs the person for the vacant position
through outside sources either through interviews, direct calling, advertising etc. This approach
provides the company to gain the following strengths such as the company can get many fresh
and creative ideas that can improve the functioning of the Mark and Spencer. Apart, the
company can get the best person or individual for the vacant position. However, Mark and
Spencer will need to spend a lot of time and resources in order to implement this approach
(Marler, 2012).
As such the authorities of Mark and Spencer must clearly consider both the approaches.
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D1 Critically evaluates the strengths and weakness of different approaches to recruitment
and selection, supported by specific examples.
HR manager of Mark and Spencer use both internal as well as the external approach to
recruitment and selection. With the help of internal approach, HR invites existing employees to
apply for the job position and select an appropriate individual with required skills and abilities.
In External approach, HR invite candidate from outside the organisation to apply for the vacant
position and select best from a large number of people.
With the help of internal approach, an organisation can motivate its existing employees to
perform in a better manner to grab new growth opportunities by performing well at the
workplace. HRM does not need to invest a huge amount of funds and time in the recruitment and
selection process in the internal source. The external approach required lots of time and money
for conducting recruitment and selection process in a proper manner (Dar, et. al., 2014).
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LO2
P3 Explain the benefits of different HRM Practices within an organisation for both the
employer and employee.
It is highly important for an organisation to give core attention to HRM practices such as reward,
culture, motivation, teamwork and many more to achieve a better result. It is a major
responsibility of HRM to build a good relationship between employers and employees to attain
set goals and objectives in the certain time period. There are various benefits of HRM practices
for both employer and employee are examined as under:
(Figure 2: HRM Practices)
(Image source: Hood, 2016)
Enhance performance: Continuous assessment of employee’s performance encourage them to
work in a proper way to achieve better outcomes. Mark and Spencer give high attention to its
HRM practices for improving employees existing performance level. The manager has to make
less effort if employees have appropriate skills and ability to manage work in a systematic
manner. By understanding employees a standard employer can allocate work accordingly (Hood,
2016).
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Training and development: By developing effective training as well as development programs
manager can enhance their knowledge, skills, and abilities to perform business activities in a
well-planned way to achieve better outcomes. Employees can easily enhance their performance
with the help of training and development programs and the employer can easily grab growth
opportunities to enhance profit margin (Buller and McEvoy, 2012).
Increase flexibility: Within the organisation, it is necessary to develop flexibility for motivating
employees towards the set goals and objectives. If Mark and Spencer have flexible working
environment then employees can easily adopt any new change and methods.
Build a strong relationship: HRM practices help to enhance the good and positive relationship
between employees and employer which assist the organisation to attain high profitability and
productivity in the certain time period.
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P4: Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity.
With the help of HRM practices, a business organisation is able to achieve high profitability and
productivity. Mark and Spencer is the largest retailer which gives core attention to HRM
practices to increase its profitability and productivity effectively. There are so many steps
through which HRM can easily enhance profit margin as well as employee’s performance. Some
of these are as under:
Set Benchmark: By setting the benchmark for employees HR of the organisation can enhance
their performance. It is necessary to fix the minimum line of benchmark according to the
employee’s ability and capability which can be achieved by them by making some hard efforts.
This will push employees to achieve set standard effectively which enhance productivity and
profitability of the Mark and Spencer.
Proper Training programs: To enhance employee’s capabilities and abilities it is very much
important for HRM to develop strong training and development session according to their
required improvement area (Budhwar and Debrah, 2013). With the help of this employees learn
new things related to business activities through which they can easily tackle any situation and
also assist to improve their performance within the organisation.
Build good relations: It is a major responsibility of HRM to build a strong relationship between
employees so that they can execute allocated task in an effective way to achieve high
productivity and profitability.
Rewards and Appraisal methods: For motivating employees towards the set target and goals it
is necessary for HRM to provide them rewards and appraise them according to their performance
within the organisation. This will motivate them to perform well to attain high profitability and
productivity in the large competitive marketplace.
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M3 Explore the different methods used in HRM practices, providing specific examples to
support evaluation within an organisational context.
There are different methods that are used as the practices of the Human Resource Management
that supports the organisation in gaining the efficiency in the operations that can further ensure
achievement of the goals and objectives of Mark and Spencer (Buller & McEvoy, 2012). For the
purpose, practices that can be adopted by Mark and Spencer can be training sessions that can
support in enhancing the skills and knowledge of the employees, activities related to the real-life
situations can be conducted so that the theoretical knowledge can be implemented in an effective
manner.
Apart, the authorities of human resource management of Mark and Spencer can focus on the
adoption of the group discussion that will enable the participation of all the employees that can
further ensure that the process of decision making can be conducted effectively. In addition, the
human resource management must focus on the management of the performance, development
of the skills and good communal relationship with the employees. This will support the Mark and
Spencer in making planning on the strategic areas (Daley, 2012).
The Human Resource management must focus and observe all the practices so that the
employees of Mark and Spencer can achieve its goals and objectives in an effective manner.
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D2 Critically evaluates HRM practices and application within an organisational context,
using a range of specific examples.
According to Attridge, et. al. (2013) there are so many HRM practices which operate in Mark
and Spencer such as training, development, flexibility, induction etc. These activities provide so
many advantages to the organisation and assist to achieve set goals and objectives effectively.
HRM can easily encourage and motivate employees towards the set target by giving rewards.
This will also help the organisation to retain employees for the long time period and reduce the
turnover problem.
With the training and development programs, Mark and Spencer can improve current
capabilities, skills, and abilities of employees related with business activities so that they can
perform allocated work in a proper manner without any hurdle. The working environment of the
organisation can be improved by workflow management through which Mark and Spenser can
expand its business activity.
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Task 2
LO3
P5 Analyse the importance of employee relations with respect to influencing HRM
decision-making.
To achieve set goals and objectives employee’s relation play very important role in the
operational and functions within the Mark and Spencer. Employee’s relation influence decision-
making process of HRM which is taken for the betterment of the organisation. It is essential for
HRM to involve employees in the decision making the process for making right decision to
accomplish high growth in the large competitive marketplace. There are various stages in which
employee’s relation influence decision-making process of HRM is as under:
Defining Problem: the Employees relation influence decision-making process of HRM by
giving an appropriate opinion and view related to any problem and issue. For example: If any
problem occurred in the operational process in which employees thoughts influence the decision
of manger.
Identify Factors: There are so many factors which are identified by employees which assist
HRM in decision-making process. Great relationship between employees and employers helps in
identifying important factors which provide a solution to the problem (Armstrong and Taylor,
2014).
Develop Alternatives: Employees relation helps in creating so many alternatives by giving a
good idea, view, and opinion for the problem which influence the decision-making process of
HRM.
Selection of best Alternative: There are so many alternatives arise with the help of employees
for the problem. HRM take right decision to resolve the problem with the help of good
relationship with employees.
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Implement Decision: After selecting best alternative, it is necessary for HRM to implement the
decision in a proper manner to attain better outcomes. Employee’s relation helps to implement
taken a decision in a suitable way.
Evolution and evaluation: After implementing the decision it is essential for HRM to control in
a proper way to achieve a better result. Employee’s relation helps in controlling the entire system
to achieve set goal and objectives of the company.
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P6: Identify the key elements of employment legislation and the impact it has on HRM
decision-making.
There are so many employment laws which are followed by Mark and Spencer to maintain
fairness within the organisation. These laws impact on the decision-making process of HRM, so
it is highly important to consider all the laws before making any decision. With the help of laws
such as sex discrimination, employment act, equal opportunities, equal pay, data protection and
many more HRM can easily maintain fairness in the workplace. These laws are defined as
below:
Equal pay: According to this law it is essential for an organisation to pay the equal salary for the
same position. This law impact on the decision making the process of HRM while deciding the
salary for men and women. There must be no discrimination in salary between men and women
if they are in the same position (Appelbaum, 2013).
Sex discrimination: This act states that there must be no discrimination against female workers
at the workplace. Equal facilities and benefits should be provided to both men and women
without doing any kind of discrimination among them. It was applied in the year 1975 for
improving fairness within the organisation and to ensure equality between female and male
employees.
Equal opportunities: It is highly important for the business organisation to give equal growth
opportunities to both men and female employees on the basis of their ability without doing any
differentiation. HRM decision process gets influence by this act according to which equal
opportunities should be provided to all employees whether they are male or female.
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M4 Evaluate the key aspects of employee relations management and employment
legislation that affect HRM decision-making in an organisational context.
Employee relations management
Relation of an employee in management is very crucial as it ensures that the activities and the
operations are conducted in a coordinated manner (Marler, 2012). Further employee relations
management ensures that the activities and functions of Mark and Spencer are integrated towards
one direction. Good employee relations management will provide the Mark and Spencer with
enhanced productivity, performance, communication and effective growth. All these factors
support the concerned company in focusing on the strategic areas thereby leading to make an
effective decision on overall conduct of Mark and Spencer.
Employment Legislation
Employment legislation ensures to provide a positive and safe environment for all the employees
that are working in the organisation. Mark and Spencer are required to have a proper focus on the
aspects and factors of employment legislation in order to provide safety and health security to all
its employees. Various acts under this parameter ensure to motivate and make them feel safe
with regards to the operations of the company. Employment legislation further ensures that both
the workforce and the authorities are well aware of their roles and duties so that there is no
further disturbance in the activities of the Mark and Spencer (Richman, 2015).
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LO4
P7: Illustrate the application of HRM practices in a work-related context, using specific
examples
HRM practices are different from department to department to achieve high growth and success
in the large competitive marketplace. Also, application of HRM practices is different in a work-
related context. There is the various application of HRM practices which are used by Mark and
Spencer are as under:
Enhance employee’s skills: It is highly important for the HRM to improve employee’s current
skills and knowledge regarding the business activities so that they can perform in a proper
manner to achieve the set target in the certain time period. HRM develop various training and
development session for the employees for enhancing their knowledge and skills through which
they can tackle any new situation at workplace effectively (Appelbaum, 2013).
Employee recruitment and selection: It is a major function of HRM to perform recruitment and
selection process in a most appropriate manner to select the right person for the vacant job
position. There are so many recruitment and selection process performed by the HRM such as
job advertisement, recruitment, interview, selection etc.
Performance management: Success and growth of Mark and Spencer are totally depended on
its employees. Thus, it is essential for HRM to use different application of performance
management for improving employee’s current performance within the organisation. To measure
employee’s performance Mark and Spencer use several apps and methods which will help to
enhance their capability and ability to perform a particular task.
22

M5 Provide a rationale for the application of specific HRM practices in a work-related
context.
In relation to the operations of the Mark and Spencer, the company must focus on the effective
development of the strategies and plans so as to enlarge the level of profit and gain the customers
from a global market. For the purpose, the role of human resource management is very vital and
crucial so as to enhance the skills and knowledge of all the employees thereby leading to the
efficiency of the operations. Apart the manager of the human resource management ensures that
the activities of the company are coordinated so as to ensure the objectives and goal of the
company are achieved at a very early stage (Buller & McEvoy, 2012).
In addition the human resource management enables the Mark and Spencer, to have the
command on the following aspects such as resolution of the conflicts, satisfaction of the
employees, training, and development, enhancement of employee performance, supports in the
control of expenses, ensures better utilisation of resources etc. all such aspects and factors
ensures that the authorities of the human resource management can take effective decision with
regards to the growth and development of the concerned company (Marler, 2012).
23

D3 Critically evaluates employee relations and the application of HRM practices that
inform and influence decision-making in an organisational context.
According to Reason (2016), it is essential to building a good relationship between employers
and employees to achieve high success and growth in the large competitive marketplace. If the
organisation provides a good working environment to employees then they will perform in a
better way to attain high outcomes. Mark and Spencer improve the relationship between
employers and employees so that they can give the best result by giving full efforts to achieve
high profitability and productivity.
HRM take the right decision and develop a strong plan for the growth of the organisation if there
is positive and healthy working environment in the workplace. The company can adopt new
methods and any new changes for enhancing performance in the marketplace if their good
relationship between employees and employers. If there is a good relationship between
employees and employers then communication process will be increased within the organisation
which impacts positively on the decision-making process of HRM.
24

Conclusion
By analysing this report it has been determined that for achieving high profitability and
productivity in the large competitive business environment every company needs proper Human
resource management. Mark and Spencer is largest retailer company in all over the world which
uses so many different methods for giving proper training and development to its employees
according to their improvement area. It is highly important for HRM to arrange proper training
and development session to enhance employee’s existing skills and abilities so that they can
perform allocated task in a systematic manner. By satisfying employees current demands and
needs Mark and Spencer its employees for the long time period. To achieve set goals and
objectives it is essential to control and manage the entire structure of the organisation in a proper
way. Mark and Spencer maintain its stability and strong position in the large competitive
marketplace by building a great relationship with employees and customers.
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