Human Resource Management Practices at Mark and Spencer, UK

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Human Resource Management
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Table of Contents
Introduction................................................................................................................. 3
LO1............................................................................................................................. 4
LO2............................................................................................................................. 8
LO3........................................................................................................................... 11
LO4........................................................................................................................... 13
Conclusion................................................................................................................ 14
Reference List...........................................................................................................15
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Introduction
Human resource management is a significant attribute that functionalise and protects
human resource aspects within the organisational premises. Employees are the core
responsibilities of a HRM department where the staffs and the managers of the same
are said to oversee their effective participation from the day of their recruitment to
the day of their successful contribution within the organisation. The particular study
shall vitalise Human resource functions and purposes within the organisational
premises in context to Mark and Spencer, UK. In the later section of the study
various aspects associated with human resource management shall be discussed
that includes elaborate discussion about recruitment, selection, employee
engagement, employee relations, Training and development and others.
Mark and Spencer, UK is a major retail organisation that was founded in the year
1884 by Michael Mark and Thomas Spencer. The particular organisation has
headquarters in London, UK that is operated under the supervision of Archie Norman
and Steve Rowe. As per the current statistics of 2018, the particular organisation has
employed 80, 787 employees that are said to be effective enough in contributing to
the fulfilment of its business objectives (marksandspencer.com, 2019).
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LO1
P1 Explain the purpose and the functions of HRM, applicable to workforce
planning and resourcing an organisation.
Human resource management is vital in context to organisational development, as it
allows the organisation to recruit, select, train and develop employees in order to
increase their productivity in meeting organisational goals. Workforce planning is
essential for organisational development and the role of HRM is significant in this
context. Workforce planning has the role to retain customer interests through
acquiring productive employees, which is supported by the efficacies of Human
resource department in an organisation (Noe et al., 2017). In context to Mark and
Spencer, UK, workforce planning and productive HRM department allows the
organisation to hold employee’s creditability in shaping organisational operations
through which the organisation as a whole is able to embark its position within the
operating market in terms of organisational productivity and profitability. Some of the
major functions of HRM department within the organisational premises of Mark and
Spencer, UK in terms of workforce planning and resourcing are listed as follows:
Employee recruitment
The particular function of human resource management is vital in context of
equipping effective candidates within the organisational premises. It is the role of the
HR department as well as its corresponding staffs to recruit and select effective
employees as per the requirements of various role and responsibilities of the
organisation. It is the responsibility of the HR manager and the other members of the
department to recruit and select rightful candidate within the selective positions
within the organisation (Cascio, 2015). The particular function of the HR department
is the first stage that is responsible in developing employee workforce within the
premises of the Mark and Spencer, UK.
Maintaining healthy and safe work environment
It is another function of the HR department where the managers as well as the staffs
are responsible in creating effective employee atmosphere that tend to create and
increase the level of commitment within the organisational workforce. The HR
manager ensures that the employees working within the organisational premises are
backed with effective working environment, so that the tendency of the employee to
contribute effectively is not harmed (DeCenzo et al., 2016).
Effective employee relations
Conflicts and riots among the employee in terms of culture, race and other aspects
that are considered to hinder employee relations is a common attribute in context to
Mark and Spencer, UK. It is the role of the HR department of particular organisation
to shape the working environment in such a way that there are least of conflicts
among the employees, as it is required to increase the creditability of the workforce
(Collings et al., 2018).
Promoting employee recognitions and rewarding
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Motivating employees is one of the principle functions of HRM within the premises of
Mark and Spencer, UK. Effective employees that support in achieving the
organisational goals and objectives by delivering productive contribution are vital
elements of organisational workforce (Eisenberger et al., 2016). Thus, recognising
their creditability by providing them with appraisals, incentives and other sources of
benefits is prior functions of HRM department of the particular organisation.
Training and development
After recruiting and selecting appropriate candidates within the organisational
premises, the HR department of Mark and Spencer has a significant role to play in
training and developing the employees in terms of knowledge enhancement of
organisational operations and cultures. Without the projection of effective training
and development programmes, the workforce of the organisation shall not be able to
become creditable in delivering their role and responsibilities towards achieving
organisational objectives and goals (Bratton and Gold, 2017).
P2 Explain the strengths and weaknesses of different approaches to
recruitment and selection.
Recruitment and selection procedures are significant functions of HRM department
within the Mark and Spencer, UK, as discussed in the above context. There are
various approaches with which HR managers of the particular organisation are able
to recruit and select employees. Therefore, it is necessary to understand the
productiveness of each of the recruitment and selection procedures by analysing and
evaluating their strengths and weakness. Some of the major recruitment and
selection procedures that are practised within the organisational premises are listed
as follows:
Recruitment
approaches
Descriptions Strengths Weakness
Internal Recruitment The particular
approach
recruitment
involves hiring
employees
within the
organisational
premises.
Promotion
within higher
position of the
organisation is
one of the key
aspects of
internal
recruitment.
 Recruiting
employees
within the
organisational
premises shall
reduce the
financial aspects
of hiring process
(Wilton, 2016).
 Employees that
are already part
of the
organisation
recruited
internally
therefore, the
HR department
do not have to
put extra effort in
identifying and
 Internal
recruitment can
result in
increasing
conflicts among
the employees in
terms of morale
and ethics.
 The workforce
within the
organisational
premises
through internal
recruitment
becomes limited
to existing
employee’s
creditability thus,
depriving the
organisation in
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analysing new
candidates and
their respective
skills.
recruitment new
and talented
employees.
External Recruitment External
recruitment
includes
activities such
as advertising,
internships,
online
recruitment, Job
fairs, walk-in
interview and
others through
which the
organisation is
able to recruit
new
candidates.
 With the help of
external
recruitment, the
HR department
of the
organisation is
able to provide
immense
chances to new
candidates that
have higher
level of
competencies
than compared
to that of
existing ones
(Tang et al.,
2018).
 The organisation
is backed with
better growth
and appreciating
level of
competitions, as
there are least
aspects of
politics and
cultural conflicts.
 The new
candidates that
are recruited
externally are
new to the
cultures and
operations of the
organisation
thus, increasing
the financial
aspects of the
organisation that
are required to
train and
develop the
same.
 There are high
chances of
employee
turnover, as
there might be
some of the
unsatisfied
employees
recruited
externally that
are not
influenced by the
organisational
cultures hence,
the organisation
are unable to
retain the same.
Table 1: Recruitment procedures of Mark and Spencer, UK
(Source: Created by the learner)
Selection
approaches
Descriptions Strengths Weakness
Group discussions The particular
selection
procedure
allows the HR
department to
select
employees
 The process
allows the HR
department to
examine and
select large
number of
employees at a
 It becomes
difficult for the
managers and
interviewers to
manage conflict
issues during the
interview
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based upon
their
communication
skills and extent
of confidence.
single time.
 It increases the
communication
skills and
abilities of the
employees that
support their
creditability upon
organisational
context (Shen
and Zhang,
2017).
process.
 It restrict the
potential growth
of the
employees, as
selected
candidates are
evaluated
collectively thus,
restricting
attention at
individual level.
Interviews The particular
selective
process allows
the HR
department to
evaluate and
analyse
individuals at
personal level
(Lussier and
Hendon, 2017).
 Relationship
between
employees
increases, as
there is sharing
of primary
information
regarding skills
and abilities.
 It reduces the
costs and time
of selection
procedure and
develops scope
of in-depth
analysis.
 Interview
process in
selection is an
incomplete
procedure itself,
as the process
allows only
evaluating verbal
communication
skill of an
individual.
 Negative
aspects of
interview include
biasness,
prejudice and
other
discriminating
aspects among
the selected
employees.
Table 2: Selection procedures of Mark and Spencer, UK
(Source: Created by the learner)
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LO2
P3 Explain the benefits of different HRM practices within an organisation for
both the employer and employee.
Within the organisational parameters of Mark and Spencer, the HR department and
its corresponding staffs are found to practice various sets of operations that are
associated with the management of human resources. Employees and employers of
the particular organisation are said to incur benefits from the implementation of the
HRM practices within the organisational premises. Some of the HRM practices and
their corresponding benefits to employees and employers are listed as follows:
Recruitment and Selection
Employees Employers
The particular procedure of HR practice
allows candidates to enter into their
respective professional lives that embark
their individual career (Ladkin and Buhalis,
2016).
With the help of the particular HRM
practice, the employers within the
organisation are able to find effective
candidates for the organisational
operation of Mark and Spencer, UK.
Recruitment and selection allows the
employees to understand the
organisational culture and set of
responsibilities that they have to
represent within the premises.
With the increase in effectiveness within
the recruitment and selection
procedures, employers are able to
categorise the selected employees
based upon their skills and abilities.
Table 3: Benefits of recruitment and selection
(Source: created by the learner)
Training and Development
Employees Employers
The HRM practice of Mark and Spencer
allows the employees to develop their
existing skills and abilities, which not only
helps to achieve organisational
objectives rather also allows achieving
individual career goals.
Employers are able to retain large
number of employees within the
organisational premises with the practice
of the particular HRM procedure
(Rodrigues et al., 2015).
The practice also benefits the employees
in terms of motivation and job satisfaction
within the organisational premises.
The practice of particular process allows
the organisation to embark employee
empowerment and increases workplace
engagement.
Table 4: Benefits of Training and Development
(Source: created by the learner)
Maintaining employee relations
Employees Employers
With the practice of the particular HRM
process, the employees within the
Aspects such as biasness, prejudice and
other discriminating aspects are
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organisational premises are able to cope
up with the policies of workforce that
determines effective relations among
employees (Kossek and Thompson, 2016).
eliminated, which serve as a benefit for
the employers that enhances their
individual productivity.
Commitment and integrity are the major
benefits that are provided among the
employees of Mark and Spencer, UK
with the practice of this HRM process.
Effective Employee relations allows the
employers allows them to reduce the
negative aspects of organisational
culture that in turn reduces employee
turnover within the premises of Mark and
Spencer, UK.
Table 5: Benefits of maintaining employee relations
(Source: created by the learner)
Allocating rewards and incentives in terms of motivating workforce
Employees Employers
The practice benefits the employees
within the organisational to remain
motivated and satisfied with their
contribution towards the organisation.
The practice allows the employers in
retaining large number of employees that
become committed to achieve
organisational goals and objectives
(Greene, 2018).
The practice allows the employees to
have increased scope of commitment in
their responsibilities that shall endure
them in their respective professional and
personal career.
Moreover, the practice benefits the
employers to develop a positive work
culture with least amounts of employee
dissatisfaction.
Table 6: Benefits of allocating rewards and incentives in terms of motivating
workforce
(Source: created by the learner)
P4 Evaluate the effectiveness of different HRM practices in terms of raising
organisational profit and productivity.
The HRM practices that are mentioned above are essential within the organisational
premises of Mark and Spencer, UK, as these allows the organisation to execute
enhanced employee contribution that supports achievement of business objectives
and goals. Employee retention is the significant fact where effective practices of
HRM functions allow the organisation to enrich productive employees supporting
organisational productivity and profits. Rewards, recognition and effective employee
relations within the organisation not only supports professional goals of employees
rather it also supports the HRM department of the particular organisation retaining
and motivating cumulative sets of organisational workforce (Tzabbar, et al., 2017).
Employee engagement is another aspect that is delivered by the HR department of
the Mark and Spencer, UK where they are responsible in developing a strong
essence of commitment within the organisational workforce.
Resolving employee conflicts, increasing motivation, and enhancing employee
creditability are essential roles of Human resource management within the
organisational premises of Mark and Spencer, UK. Organisational productivity and
profitability is entirely dependent upon the contribution of the workforce within the
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premises of Mark and Spencer, UK. The presence of HRM within the organisational
premises influences how the employees are able to deliver their roles and
responsibilities towards the fulfilment of organisational goals and objectives.
Therefore, the efficacies of the HRM department help in shaping workforce towards
the achievement of higher scope of organisational productivity and profitability within
the respective operating market of Mark and Spencer, UK.
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LO3
P5 Analyse the importance of employee relations in respect to influencing
HRM decision- making.
Employee relations are one among the major aspects where the role of HRM
department of the particular organisation plays an integral part in effective decision-
making within their trade implications. Employee relations when implied effectively
within the organisational premises of Mark and Spencer, UK promote healthy
environment and job satisfaction within the same. Positivity with the employees and
other elements of organisational workforce is sustained with the help of promoting
effective employee workforce relations and this is appreciated as an outstanding
contribution from the end of HR department (Cleveland et al., 2015). Effective
employee relations and practice of the same by the dedicated HR managers of the
organisation brings in discipline and commitment with the organisational workforce
that further reduces the chances of conflicts and riots within the premises.
In case of lacking employee relations witnessed within the organisational premises of
Mark and Spencer, UK, the HR departments of the same can equip some strategies
that shall enhance the aspects associated with creditable decision making. Some of
the vital strategies are enumerated as follows:
 The HR department shall ensure that each of the employees working within
the organisational premises is treated equally, so that there are least cases
associated with biasness and prejudice among the workforce.
 Equipping entertaining resources within the organisational premises shall
result in engaging maximum employee’s interests that shall back in increased
employee relations (Anitha, 2016).
 Cases associated with any discriminating practices within the organisational
premises must be reported to the concerned departmental managers or HR
manager as soon as possible, so that health and safety of the employees are
ensured within Mark and Spencer, UK.
These are the ways through which the productivity of the HR department of Mark
and Spencer, UK shall support in justified employee relations that shall further
support in the achieving strong workforce creditability.
P6 Identify the key elements of employment legislation and the impact it has
upon HRM decision- making.
There are various legislative elements that are witnessed within the organisational
premises that influence HRM decision making in context to Mark and Spencer, UK.
Equality Act, 2010
The particular legal aspect shall allow the HRM department of the particular
organisation to ensure that there are least cases where employees are witnessed to
be discriminated in terms race, colour, religion and culture (gov.uk, 2015). It is the
right of every element of organisational workforce of Mark and Spencer, UK to have
equal opportunities to perform and expect for recognition. The particular legislative
element ensures integrity among each of the organisational workforce when applied
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within the organisational premises under the supervision of national government of
UK.
Data Protection Act, 2018
The act ensures the HR department of the particular organisation that there are null
cases associated with illegal transmission of organisational data and information,
which are said to be extensive from the organisational context. The act is termed
under the General Data Protection Regulation that ensures reliable and authentic
processing as well as transfer of data (legislation.gov.uk, 2019). There are much
other convection associated with the particular legislative function where the
organisation as well as the workforce are condemned to follow.
Equal pay act, 2018
The employees within the organisational premises of Mark and Spencer shall be
provided equal payments regardless of cast, gender, and other discriminating
aspects. The particular legislative aspect of UK’s national regulation ensures that
biasness and prejudice is not witnessed in terms of payments (standard.co.uk,
2018). Moreover, employees regardless of their caste, gender and religion shall not
be discriminated when it comes to equal recognition of effective contribution to the
fulfilment of organisational goals and objectives.
Employee relations Act, 1996
The particular legislation ensures that a healthy and creditable working environment
exists within the organisational premises, so that maximum numbers of employees
are able to coordinate their roles and responsibilities towards enhancement of
workforce creditability. Any aspect or case witnessed that hamper employee relation
should be eagerly reported, as the violation of the same shall result in depriving the
workforce to successful achievement of business goals and objectives
(legislation.gov.uk, 2019).
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