Human Resource Management Practices at Marks & Spencer

Desklib offers solved assignments and past papers to help students succeed.

Human Resource Management
Student’s Name:
Student’s ID:
1

Table of Contents
Introduction................................................................................................................. 3
LO1............................................................................................................................. 4
LO2............................................................................................................................. 8
LO3........................................................................................................................... 10
LO4........................................................................................................................... 13
Conclusion................................................................................................................ 17
Reference List...........................................................................................................18
2

Introduction
Human resource management (HRM) is known as the best method or strategic
approach that is deployed by the HR department of an organisation to effectively
manage their most valuable asset that is the employees. The employees are
considered highly important for the success and growth of the business, as they
work in group to achieve the business objectives of the organisation. The study will
focus on the different methods and techniques used by the HR department to select
and recruit employees for the workplace. The functions of the HR department will be
analysed in a precise way in the course of the study. The company that will be
selected for completing the study is Marks & Spencer. It is one of the better fashion
retail companies of the United Kingdom (marksandspencer.com, 2019). It helps to
gain a clear understanding of the ways in which the HR department of the
organisation looks to manage their employees for gaining development and
recognition in the market. The significance of employee relation will be explained and
the way it influences decision-making in the organisation will be discussed.
3

LO1
P1 Explain the purpose and the functions of HRM, applicable to workforce
planning and resourcing an organisation
This section helps to understand the different functions and purpose of the HR
department. Staffing and benefit, designing work, and employee compensation are
considered three of the major importance of the HR department (Noe et al., 2017).
Increasing the productivity of the organisation is an important purpose of the HR
department. This is mainly done with the aid of increasing the effectiveness of the
employees. The following segment highlights the vital functions of the HRM and they
are discussed below:
Maintenance of Working Condition
It is required for the HR manager to make sure that they are able to provide quality-
working environment for the employees. This can be done with the aid of providing
the employees with enough motivation in the workplace, so that they can work for
achieving the organisational objectives. In case, there is no motivation for the
employees, they tend to lose concentration and it has a direct impact on the
efficiency of the workplace (Cascio, 2015).
Recruitment and Selection
The department of HR should focus on using different techniques for the purpose of
recruitment and selection. This will allow them to gain talented and skilled employees
in the workplace that are capable of meeting with the organisational requirements.
However, recruiting employees is quite a challenging task for the HR manager
(Armstrong and Taylor, 2014). There are different factors that the HR manager has
to consider before selecting employees.
Management of Employee Relation
There are times, when the relationship between the employer and the employee is
hampered due to some reasons or the other. As a result, the HR manager has to
take the initiative to ensure that the relationship between the two is restored in the
organisation (Bratton and Gold, 2017).
Training and Development
After the practice of selection and recruitment is done in the workplace, it is
imperative for the HR manager to provide training sessions to the selected
employees. This will help them to understand their responsibilities in the workplace.
Besides this, training will help them to become more equipped with the use of
technologies in the workplace (DeCenzo et al., 2016).
4

Therefore, the HR manager of Marks & Spencer performs the above functions in
the workplace. Besides this, the application of the best fit approach will be done in
the organisation that allows them to improve their quality and make use of innovation
to develop their services and products. Therefore, the HR department makes use of
important strategies in the workplace and gains competitive advantage.
P2 Explain the strengths and weaknesses of different approaches to
recruitment and selection.
The different approaches of recruitment used by Marks & Spencer have been
discussed below alongside their strengths and weaknesses.
Recruitment
Approaches
Definition Strengths Weaknesses
Internal Approach The organisation
looks to gather
workers from
outside the firm.
External
recruitment allows
the organisation to
ensure the
development newer
perspective for
conducting
business (Mello,
2014).
Besides this, the
organisation can
gain skilled
employees to
perform their
business activities.
The process of
external
recruitment is time
consuming, as the
HR manager has to
go through the
different processes
in an authentic
manner. Apart from
this, the
organisation is
incurred with more
cost due to the
development of
training campaigns
for the newly
recruited
employees.
External
Approach
The process of
recruiting
employees from
the workplace of
Marks & Spencer is
The importance of
external approach
is seen in the way it
helps to increase
the level of
There are times,
when conflict
amongst the
employees arises
due to internal
5
MaintenanceofWorkingConditionRecruitmentandSelectionManagementofEmployeeRelation

known as external
approach. This
allows them to
make use of the
available resources
in the
organisational
premises.
productivity of the
organisation.
Besides this, it
saves time and
financial resources.
As a result, the
finances can be
used to develop
the different
activities of the
organisation.
recruitment. The
requirements of
manpower cannot
be achieved with
the help of this
approach (Brewster
et al., 2016).
Table 1: Recruitment Approaches
(Source: Created by the learner)
Besides this, the strengths and weaknesses of different selection methods used by
Marks & Spencer have been listed in the table below:
Selection
Approaches
Definition Strengths Weaknesses
Skill Test The HR manager
conducts skill test
in order to
understand the
capability of an
individual to
perform a specific
activity in the
workplace.
The process is
considered highly
consistent and the
HR manager can
rely on the same
for selecting the
recruited
employees (Storey,
2014).
There is absence
of validation of skill
test.
Personality Test With the aid of
conducting a
proper personality
test, the
department of HR
can understand the
personality of the
employees in the
workplace.
One of the major
strength of the
process is that it
helps to narrow
down the process
of selection.
Therefore, the
organisation can
gain skilled
candidates easily.
The overall process
of personality test
is considered time
consuming.
Besides this, it
requires the
involvement of the
different members
of the HR
department.
Table 2: Selection Processes
(Source: created by the learner)
In order to attain the business goals, it is important for the HR manager to perform
certain functions in the workplace. They have to ensure that they can provide
professional development to the employees in the workplace. So that it can be used
for gaining better business outcomes. Besides this, providing the employees with
benefits and compensation will allow the employees to perform their roles in a
6

specific manner. Therefore, it is understood that achieving the level of employee
satisfaction in the workplace is important to motivate them (Brewster et al., 2016).
This will allow them to perform to the best of their abilities and help to achieve the
business objectives. This will help them to function in an authentic manner and
convene with the organisational desires. This will help to keep the employees
satisfied and they will be able to function in an authentic manner. The HR manager
will have to observe the presentation of the workers during the process of training
the employees.
After analysing the different methods of recruitment and selection, it was understand
that each method is effective in its own way. Therefore, the HR manager should do
the use of different types of methods in an appropriate manner. They have to
measure the advantages and disadvantages of each approach and use them wisely
to select employees in the workplace. This will allow them to meet with the business
objectives in an authentic manner and operate according to the organisational
requirements. Understanding the pros and cons of the different types of recruitment
and selection methods is important, as it allows the HR department to make the right
choices in the workplace. Therefore, it will allow them to gain skilled employees in
the workplace and meet with the organisational goals.
7

LO2
P3 Explain the benefits of different HRM practices within an organisation for
both the employer and employee.
The human resource management offers a number of benefits to the employees and
the employers working for the organisation. They are integrated with essential roles
and responsibilities that provide them with the knowledge on the employer and the
employee of the organisation. The companies such as Marks and Spencer can gain
innumerable advantages, by inculcating the HRM practices that might aid the
organisation. Therefore, the benefits for the employees and employers will be
critically analysed below:
HRM Practices benefits for the employees
The main benefits that the employees procure from the HRM practices are the
utilisation of the employee and employer relation. They are integrated with the
development practices, which in turn boosts the organisational performance of a
company. With proper training and development, the employees are able to boost
their chances of survival in the business venture. The employees are also able to
build and boost their employee relation, which is an important part of the
functioning of a company (Shields et al., 2015). Therefore, various other issues have
resulted in the growth and functioning of the progress of the employees.
HRM Practices, benefits for the employers
The employers that are working in the company are also provided to make the use of
the practices, which are imperative for the company. They are able to provide with
the means of employee satisfaction to the customers that are working in the
company. The HRM practices are also of importance to the employers, as they are
able to build on a better and comprehensive understanding on the impact of the
company. The employers can build a positive workforce environment, which boosts
the productivity of the company (Storey, 2014). Employment and recruitment are
done on the elements that are vital for the functioning of a company.
Hence, these factors have an influence on the working conditions of both the
employees and employers. They are able to work in a better manner and build in
method. Therefore, the people, working in the organisation is given to these
opportunities, that influence their growth and development in the company.
Therefore, as per the growth of the company and the various opportunities, given by
them, the business is able to thrive in a better manner.
P4 Evaluate the effectiveness of different HRM practices in terms of raising
organisational profit and productivity.
The human resource department of Marks & Spencer should focus on using the
different HRM practices in the workplace, as they are considered beneficial for the
organisational operations. The implementation of these practices in the workplace is
done mainly to increase the rates of production and profit generation. The role of the
HR manager is quite important in this regards. They have to ensure that they select
the most eligible and deserving candidate for conducting the activities in the
8

workplace (Tyson, 2014). This will allow them to enhance their functioning and it
eases the process of achieving the business objectives.
One of the most important HRM practice includes the training programs provided to
the newly recruited employees in the workplace. The training is provided to them in
such a manner that it allows them to meet with the requirements of the workplace
and operate in a flawless manner. The main aim of these training programs is to
make sure that Marks & Spencer is able to meet with the challenges that they face
in the workplace and overcome the same in an authentic manner.
Besides this, the HR manager should look to ensure that the rates of employee
satisfaction in the workplace are increased. This will allow them to retain their best
employees and conduct the different activities of their business in an authentic
manner. The management of the organisation develops a clear target for the
employees (Brewster et al., 2016). Besides this, their training and development
program is done for making the employees well-equipped with the use of
technological support in the place of work. As a result, the quality of their services
and products can be enhanced in the workplace.
The impact of the different methods deployed by the HR department is quite
significant in terms of providing the employees with enough support and motivation
in the workplace. With the aid of this, the employees are able to achieve their target
and operate in the best way possible. The employees are trained in such a manner
that it makes them capable of achieving their goals within the organisational
premises (Wilton, 2016). The employees find it easier to make use of different
technologies in the workplace to develop their services and product qualities.
Therefore, the HRM practices should be implemented in the workplace to receive
better results for the development of the organisation. If the employees are able to
gain proper training in the workplace, they will be able to enhance the overall
production rates of the organisation. The employees are subjected to work in
nuisance free environment, which is relevant and important for their growth and
development. Hence, these are some of the issues, which are handled with the HRM
practices in the company.
9

LO3
P5 Analyse the importance of employee relations in respect to influencing
HRM decision- making
As per the viewpoint of Amini et al. (2018), employee relation indicates the
maintenance of effective relationship between employees and employer. If the
employer is able to build good relationship with employee, employees feel motivated
during work. It can increase the organisational production in the market. In order to
maintain employee relation, organisation provides support and training to the
workers, which help to earn growth in the business. This strategy of business helps
the organisation to fulfil the demand of customers. Thus, the venture can increase
their revenue along with employee retention rate. On the other hand, business
growth helps the organisation to cut down their turnover.
Figure 1: Strategy for building employee relation
(Source: Influenced by Karakaş and Şahin, 2017)
It is found that good employee relation helps the venture to influence the HRM
decision-making. If the employer builds good relation with employees, it helps to gain
various aspects for the venture, which are followed by-
● Less absenteeism
● Increasing organisational production
● Healthy atmosphere in workplace and motivation of workers
● Cooperation during work
● Employee retention rate can be increased
● Increasing organisational revenue (Karakaş and Şahin, 2017)
It is noticed that M&S has tries to maintain good relationship with employees so that
they are able to meet customers’ demand effectively. They prefer to provide friendly
atmosphere to the workers so that they can express their work related issue easily to
hierarchy for achieving proper solution. In order to achieve business growth of M&S,
HR department focuses on the recruitment so that eligible candidate can be recruited
in the company. As the company had faced loss in their business from their clothing
sector, HR department is trying to recruit effective fashion designers for achieving
positive result. According to Ahammad et al. (2017), another aim of HR department
is to increase organisational profit for maintaining its brand name in the market.
Therefore, recruitment of eligible candidate assists the venture to extend their
business by increasing its production. It is understood by all that effective HR
decision-making can increase the organisational growth. Good employee relation
helps to reduce conflict among employees and HR department is able in order to
10

take proper decision about the welfare of business. During decision-making HR
analyses the viewpoint of all employees and take the proper decision. It helps the
employees to understand their importance in M&S.
In case of M&S, the HR department provides training to the workers for motivating
them. As profit of M&S was decreased in 2018, HR arranged training as well as
recruited effective workers for developing more profit from the venture. This decision
of HR team helped the organisation to develop employees’ performance properly.
However, it is also analysed that good employee relation is able to enhance the
communication between workers (Kang and Sung, 2017). It is also the profitable
idea for doing teamwork properly. As employees share their view with their co-
workers, it enhances knowledge of workers. Thus, performance of workers is
improved and it helps HR to take effective decision for the venture.
P6 Identify the key elements of employment legislation and the impact it has
upon HRM decision- making.
For operating business in the specific location, the organisation should follow
different legislation such as Equality Act 2010, Data Protection Act 1998,
Employment contract and Health and safety Act. It helps the venture to maintain its
reputation in the society and HR department takes proper decision by maintaining
these laws.
Equality Act 2010
The concept of Equality Act 2010 ensures that employees will receive equal
treatment in the workplace during work (gov.uk, 2010). It is monitored that most of
the employees are facing discrimination related issue for their cast, sex, age,
nationality or colour. It leaves negative impact on the business of the venture.
According to the norm of government, HR should focus on the atmosphere of the
workplace so that no employees face discrimination in the workplace. In M&S, it
encourages the employees to provide their best performance for the venture and in
return, it develops organisational revenue. Thus, HRM decision-making process can
be enhanced.
Redundancy Act and Health and Safety Act 1974
This act has been set by the parliament the policies are developed in order to
manage the venture effectively (Arsovski et al., 2016). This act is comprised of
voluntary redundancy, redundancy counselling, employment and redundancy pay. In
time of taking decision, HR should follow the Redundancy Act of Employment
legislation and it motivates workers to work properly. Moreover, HR should assure
about the safety of the employees in workplace. It assists the organisation to develop
its production rate effectively. This concept is highlighted in the Health and Safety
Act 1974 (Lax, 2018).
Data Protection Act 1998
This act highlights that organisation should maintain the confidentiality of business
related data so that no one can misuse it (Legislation.gov.uk, 2019). It also stated
that if any employee misuse or use the information of other employees in the
venture, according to UK parliament’s law, he/she should be penalised. It assists the
venture to maintain its reputation in the market. HR department of M&S also follows
this act for maintaining their image in society.
The core elements of the employment legislation are workplace representation and
trade unions and it influences HRs’ decisions in order to develop M&S position in
11

society. The nature of trade union is different in national and local context. The
employees using voting method select the leader of this union. Staffs express their
issues to the leader of trade union and he/she communicates with the HR in order to
get proper solution in respective of problems (Thursfield and Grayley, 2016). In case
of M&S, they follow this technique for operating their business and satisfying
demand of customers. Thus, friendly atmosphere is maintained in the workplace. On
the other hand, in order to represent the working premises, HR needs to provide a
discrimination free workplace to the workers by following Equality Act. It enhanced
good relationship between employees and hierarchy of ventures.
12