HRM: Employee Relations & Decision Making at Marks & Spencer Retail

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Marks and Spencer (M&S) Retail Company. It explores the purpose and functions of HRM in workforce planning and resourcing, examining the strengths and weaknesses of different recruitment and selection approaches. The report also discusses the benefits of various HRM approaches for both employers and employees, evaluates the effectiveness of HRM practices in raising organizational profits and productivity, and analyzes the importance of employee relations in influencing HRM decision-making. Furthermore, it identifies key elements of employment legislation and their impact on HRM decisions, illustrating the application of HRM practices in a work-related context with specific examples from M&S. The report emphasizes the critical role of HRM in building teamwork, promoting organizational culture, and fostering employee engagement and development.

Human resource management
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Table of Contents
Introduction......................................................................................................................................3
Task1................................................................................................................................................4
P1. Explain the purpose and the function of HRM, applicable to workforce planning and
resourcing the chosen organization of your choice......................................................................4
P2. Explain the strengths and weaknesses of different approaches to recruitment and selection
for the chosen organization..........................................................................................................6
Task 2...............................................................................................................................................9
P3. Explain the benefits of different HRM approaches within the organization chosen of your
choice for both the employer and employee................................................................................9
P4. Evaluate the effectiveness of different HRM practices in terms of raising organizational
profits and productivities...........................................................................................................11
Task 3.............................................................................................................................................13
P5. Analyze the importance of employee relations in respect to influencing HRM decision
making for the chosen organization...........................................................................................13
P6. Identify the key elements of employment legislation and the impact it has upon HRM
decision making for the chosen organization.............................................................................15
Task 4.............................................................................................................................................18
P7. Illustrate the application of HRM practices in a work- related context, using specific
examples for the chosen organization........................................................................................18
Conclusion.....................................................................................................................................19
References......................................................................................................................................20
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Introduction
Achievements of organizations are pegged on the kinds of the employees that are available in the
company. This is because qualifications for the jobs in an organization are a key factor for the
success of an organization. not every person can do the job that are available in an organization
and therefore, as an HR Manager, there are different roles regarding employee selection that
requires a serious consideration for an organization to ensures its goals are successfully achieved.
Getting a competent employees begin with the right recruitments, selections (Kumar, et. al.,
2015).Right staffing, training and then hiring for the right job. In doing those tasks, if the HR
manager fails to carry the right procedure then organization might have the wrong people for the
job and that may not go well with an organization in terms of achieving its expectations. Our
study will forecast on Marks and Spencer (M and S) Retail Company.
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Task1
P1. Explain the purpose and the function of HRM, applicable to workforce planning
and resourcing the chosen organization of your choice.
HRM is one of greatest key post in an organization as much as the success of the organization is
concerned because the department of human resource management plans the employment and
development of well being of the people employed in an organization. The number of employees
that serves in M and S Company needs to be recruited from the grass roots, trained in their
various tasks and then kept on the job to deliver the goals of an organization. The right person
for the job that can ensure that organization achieves its objective can only be found if the
department of HRM is competent to get the right person for the job that is in place.
The human resource planning- this is the process that bridges the human resource needs of an
organization to the strategic plans that will ensures that the new recruits are the right people in
terms of experience and qualifications that will enable an organization to achieve its objectives
and goals (Boyne & Entwistle, 2018).
The success of an organizations lies at the hand of the employees that are hired to achieve what
the organization is aiming to achieve and therefore here are some of the greatest tasks that human
resource managers ensures that they carry successfully to avoid the failure of an organization.
Planning- In planning, HRM ensures that the number of employees that an M and S Company
needs are in place, this is because failure to plan on the right number of the work force that is
needed by an organization may lead to huge wage bill that s not necessary for an organization. In
planning, the department of HRM will ensures that they carry a viable research because
collection and analysis of the information is important in order to forecast on the right supply of
the work force for an organization. the right person for the right job determines the future of an
organization. In planning process the key things that the department of HRM does is to staff
members and developing those members for organizational future achievements. Staffing is the
process of bring a new bloods for an organization. Planning and recruitments involves going
outside and getting the qualified people that can carry the mandate o an organization. .Human
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resource department then does a job of selecting and hireling of employees. In this case,
organization picks the right person regarding the available vacancies for an organization.
Equal employment opportunities- In this case, the department considers the gender based,
ethnicity and other factors that they disqualify an organization in terms of the market shares. The
market is more concerned with how the organization does their employment whether it is serving
the interest of many or the interest off the few individuals in an organization.
Training and development- This is the process that involves the changing of the attitudes of an
employee of M and S Company in terms of their perceptions towards an organization. This is
achieved by training them the skills, knowledge, behaviors that can comply with the
organizational expectations (Carbery, 2013). The typical example is the training by the industry
to their employees on the emergency issues so that employees are kept alert on the issues that
can arise regarding fire etc.
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P2. Explain the strengths and weaknesses of different approaches to recruitment
and selection for the chosen organization.
Recruitment is the process by which an organization encourages the potential and qualified
applicants apply for the existing or the anticipated vacancies in an organization. Therefore, it is a
fundamental method through which organization gets the right persons for the right jobs. HRM
department does other tasks that are close to recruitments such as job design, career planning,
performance appraisal and management, promotion and transfer of the employees. Recruitment
is divided into two parts, the external recruitment and internal recruitment. Internal recruitment
is the process through which the job vacancy is field with the employee who is insider of the
business organization. In an organization, internal recruitment offers a chance of changing in
position. The organization will have to communicate if there is a vacancy due retirement of an
employee, disabled of an employee or many factors that might affect an employee of an
organization. However, the internal recruitment needs a serious consultation because it can create
tension in an organization. If M and S Company announces to the existing employees and fails
to get the right person for the job then the company goes for external recruitment. Here, an
organization is pumping a new blood and therefore the new blood must know organizational
policies and procedures on how to carry the tasks for the company (Cullen & Parboteeah, 2014).
Strengths
Quick decision making in an organization- internal recruitment being the taking of employee
who is already working in an organization is something that can be done quickly. It doesn’t need
any consultation because this is assign of promoting employees based on their performance.
The internal recruitment is a cost effective since an organization is not going in incurs any
recruitment cost, training cost and any other relevant cost of developing a new employee. The
process also helps in retaining the competent skills of an organization and therefore improves a
team work for an organization.
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Internal recruitment also enhances loyalty of an employee in the organization- employees will be
motivated to does their work more perfectly because they know they will be promoted to another
ranks if they do a good job in their current positions.
The size of applicants is reduced- sometimes the applicants can be many with the same
experience and that makes it difficult to pick the right person for the job and therefore an
organization might end up taking the wrong person (Chelladurai & Kerwin, 2017).
External recruitment is a new blood in an organization, new ideas and that brings in an
innovative because the new skills is perceived to might have come with the new employee.
Organizations needs to change in this business dynamic world and therefore new changes are
highly welcomed in the organization
Weaknesses
Internal employment recruitment is not bringing up the new skills in an organization and
therefore it limited the chances of innovative of an organization. External recruitments at the
same time may cause wrangle with the existing employees because they need promotions.
External recruitment is a long process- this process needs time and energy on the HRM
department. They need to be more conscious in order to get the right person because applicants
are many and therefore time consuming that can be done if there is adequate time for an
organization.
The process of external recruitments requires advertisements and interviews and that is so
expensive for an organization because it will need a lot of researching and screening in order to
get the right person. Advertising every job vacancy is a bit challenging on the sides of the
organization because the organization will have to incur some of the costs.
External recruitments may not be effective enough to reveal the right candidates because these
candidates can fake their testimonials and therefore an organization will have to do some
selections and screening in order to come up with the right person and that process can take a lot
of the time.
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Eternal recruitment can cause the problem with the existing employees because they will feel
light they have been left out during recruitment while they have been loyal for the organization
yet no reward on their side and therefore that can affect the production rate of an organization.
External recruitment process needs some of the organizational procedures in order to work
properly (Kumar, et. al., 2015).
To finalize, M and S Company uses both methods of recruitment of which it goes well with the
business entity. One process can be good for a reason and the other process can also be good for
another reason however that internal recruitment is the best for its cost effectiveness and time
consuming so that an organization can focus on other objects of the business and not wasting
time, money and energy on the recruitment part while business objectives are kept hostage.
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Task 2
P3. Explain the benefits of different HRM approaches within the organization
chosen of your choice for both the employer and employee.
HRM of the Mark and Spencer retail company help in building the team work in an organization
promotes the organizational culture and above all engagement and development of the
employees in an organization. Here are some of the benefits of they give in an organization:
HRM help in hiring and training the workforce- the manpower planning is a key task of HRM in
n organization more than other things. The department is involved in devising strategies that can
enable them get the right people in the organization. They lay out a job descriptions for the hired
employees, and after hiring they organize training and development so that they can have full
baked employees that can carry out the tasks of an organization.
HRM takes care of the performance management system- HRM will keep employees close and
motivate them for the good work that they for an organization. This department will define the
role of every employee in an organization, and then they will be providing employees with the
regular feedbacks about their performance of which by seeing where improvement is needed will
help employees to carry out their tusks effectively. Every activity will be carried with an
alignment to organizational objectives and the best performing employees shall be rewarded to
keep other employees work harder (In Information Resources Management Association. (2016).
HR helps in building culture and value in an organization- the manner in which an organization
will perform their task will depend on how the work atmosphere and work culture is set by the
HR department. HR will have to create a conducive environment under which employees can
feel safe while performing their tasks. A safe environment in the work place will help in bring
the competent employees and creation of a higher job satisfaction.
Conflict management is an important responsibility of HR- in an organization where people are
gathered from different backgrounds, there is a conflict. The conflicts can be between the
employees and employers or employees themselves regarding varieties of issues. Because of
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that, HR becomes the mediator to find the solution for such conflicts in order to help promote
organizational objectives and goals and to bring in harmony in the working environment.
HR is responsible for developing good relations- the department is responsible for holding
meetings, seminars, and different gatherings to discuss organizational matters in order to avoid
any conflict in an organization. the cordial relations in an organization helps in team work and
provides an opportunity under which the department can draft business plans such as marketing
strategies to help develop and make the company grow.
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P4. Evaluate the effectiveness of different HRM practices in terms of raising
organizational profits and productivities.
The success of an M $ S company is achieved due to competency of the HR department in that
organization. Quite good number of the HR practices such as planning, training, development,
staffing organizing designing of job is the key things that build a strong business in the
competing market. It is therefore noted that the effective role of the HR manager regarding
business policies is what will determine the profitability of the business.
Training- giving employees the guidance in order for them to gain some of the specified skills in
particular jobs is a good way of enhancing organizational growth. Development of the employee
is a long term thing and effect on the employee on a particular task such that the employee
becomes experience in that particular field and they serve the interest of the organization based
on the developments that they have possessed in an organization (Reilly, et. al., 2012).
Development helps to build the strong relationships among employees with an intention of
building their leadership skill so that they can prepare to take control of the organization in the
near features. Trainings on the employees are done in two types;
Simulators- this is the kind of training that is given to a new employee exposing him/her on
what the organization expects from him/her. Such trainings are majorly done to the new recruits
of an organization.
On the job training- this kind of training is a continuous process in an organization because of
new changes that are caused by demand and technological changes. Training of employees is
something that is done regularly to avoid incompetence in an organization. HR department does
that on a regular basis so that they can avoid the incompetency of the employees in the working
place.
Rewarding employees is a good way keeping employees in the company. When employees are
rewarded for their good job, they feel motivated and that makes them to stay on the job since
they can see the sense that the company recognize their presence and the good work that they to
the organization. Rewards are also good in terms of changing the behaviors of the employees in
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an organization. When employees are rewarded well, they will work with their whole heart and
that helps organization because they will not need more work force and therefore ages will be
reduced while the production of the company will high. Such like organization will have a good
reputation in the society and every employee including from other firms will be more interested
to work in such n organization.
Job specification- when job specification is done by an organization then it means that everyone
in an organization will have to do the work in area of their specification. By doing that, people
will work best in the areas that they have knowledge about and by doing that, organizational
productivity will be enhanced (Carbery, 2013). A good way of reaching organizational objectives
is by specification of the jobs in the company.
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