Human Resource Management Report: M&S Case Study on HRM Strategies

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within the retail company Marks & Spencer (M&S). It begins by defining the purpose and functions of HRM, emphasizing its role in organizational structure, employee satisfaction, and departmental coordination. The report then delves into the strengths and weaknesses of various recruitment and selection approaches, including internal and external methods, along with selection processes like interviews and group exercises. The benefits of different HRM practices for both employers and employees are explored, highlighting aspects like employee retention, positive behavior promotion, and workplace flexibility. Furthermore, the report examines the importance of employee relations, key elements of employment legislation, and their impact on HRM decision-making. Finally, the report discusses the application of HRM practices in work-related contexts, providing a well-rounded overview of HRM strategies within the chosen organization.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Purpose and Functions of HRM:...........................................................................................1
P2. Strengths and weaknesses of different approaches to recruitment and selection:................2
TASK 2............................................................................................................................................5
P3. Benefits of different HRM practices within an organisation for both the employer and
employee.....................................................................................................................................5
P4. Evaluation of different HRM practices in raising organisational profit and productivity:...7
TASK 3............................................................................................................................................8
P5. Importance of employee relations:........................................................................................8
P6. Key elements of employment legislation and the impact it has upon HRM decision
making.........................................................................................................................................9
TASK 4..........................................................................................................................................11
P7 HRM practices application in work related contest.............................................................11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................15

INTRODUCTION
Human resource management is the activity of finding, recruiting, selecting screening of
candidates for filling the vacant post of an organisation. Human resource management
responsible for employees benefits, their performance appraisal, health and security,
compensation etc. In this report chosen organisation is M&S which is deals in retail sector and
provide home and luxury food products, clothes etc. It was founded in 1884 by Michel Marks
and Thomas Spencer. In this report include, purpose and functions of human resource
management and different approaches of recruitment and selection and its advantage and
disadvantage(Armstrong and Taylor, 2014) . In this also include benefits and evaluation of
different HRM practices. In this considered employee relation and key elements of employee's
legislation and laws which influence the decision making process of human resource
management. At last include, person specification and job advertisement.
TASK 1
P1. Purpose and Functions of HRM:
Human resource management:
It is the strategic process for the effective management of the employees in an
organisation, in which workers helps in the gaining competitive advantages. It is developing to
increase workers performance in company of an employer's strategic goals. Human resource
management are responsible for employee’s recruitment, selection, training and development,
employees benefits design, performance appraisal, health and security, rewarding etc.
Purpose of human resource management:
There are many purpose of human resource management which are as follows:
Defining Organisation Structure and Productivity: The structure of an enterprise sets
the hierarchy for obligations and develop the several level of speaking in the business. The way
in which a business structure is administered and develop can direct impact on productivity of
the company(Bloom, and et. al., 2012). Human resource management of M&S monitoring
output of workers, then several factors are affect the organisational efficiency such as managerial
influence, growth, creativity, structural flaws etc.
Contribute in Employees Satisfaction: Employees are the key assets of any organisation.
Employees contribute all their efforts and productivity to achieve organisational goals. So, it’s
important to an organisation to provide full satisfaction to their employees. In this include many
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factors which influence the satisfaction of the employees such as compensation, teamwork,
workload, flexibility, resources, perceptions of management etc. Mangers of M&S should
provide full satisfaction to their employees for reducing the employees turn over.
Build coordination among all departments: Coordination is a most important aspect
which develop the better relationship among employees and different departments. So HR
managers of M&S need to develop better and effective coordination among all the departments
in which all the employees give best performance and achieve the goals of the company.
Functions of human resource management:
HRM is concerned with the recruitment to retirement of employees. Human resource
management is all about the maximising and improving the employee's performance in the
organisation(Bos‐Nehles, Van Riemsdijk and Kees Looise, 2013). There are many function of
HRM which are as under:
Recruitment and selection: Recruitment and selection is the activity of finding,
screening, selecting qualified and potential persons based on specific criteria for a specific job.
The main function of human resource management is to attract skilled and knowledgable
candidates who perform good towards their job and task. HR managers of M&S should develop
proper plan for selecting the best employees (Functions of HRM. 2017). Selection and
recruitment activities are very essential to all the businesses because it decrease the costs of
mistakes.
Training and development: Development and training are the critical function of HRM.
It is provided for the improvement in the future and current performance of employees. In this,
they increase and improve the educations, skills, abilities and knowledge of the employees for
better performance of the work. HR managers of M&S also provide the training and
development plan for their employees and improve their abilities to work.
Orientation: Orientation is a fundamental program which helps to the new employees for
adjusting themselves with the other employees and new job in an organisation. In orientation
program include the goals and objectives and help an employee to how achieve those goals of the
company(Bratton and Gold, 2017) . M&S should also provide orientation program to their new
employees for helping them to knowing their jobs and company easily.
P2. Strengths and weaknesses of different approaches to recruitment and selection:
Recruitment:
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Recruitment is the overall activities of finding, attracting, selecting, short-listing and
appointing appropriate applicants for work or job in the organisation. Human resource
management of M&S made proper plan and think innovative ideas to choose best knowledgeable
and skilled candidates for the particular job or task in the company.
Internal approach of recruitment: Effective candidates can be found within the
company. Internal approach of recruitment means when any vacancies arises in the company,
then HR managers give priority to their existing employees and choose from them best skilled
employee who best suit on that vacancy. Internal approach can be involving transfers,
promotions etc. HRM of M&S, adopt this approach to fulfil company's vacant post. They adopt
many methods to internal recruitment which are as under:
Transfers: They transfer their employee from its current job to other similar job. In this
no changes are take place like duty of prestige, change in rank etc. Transfer decline the boredom
and monotony of the subordinates and fill the vacant post with suitable employee.
Promotions: Promotion means fill the vacant post from promote an existing skilled
employees by providing them higher responsibilities, better prestige and more pay. It is not
increase the number of employees in the company. M&S also fill their vacancy by promote their
employees and give them more salary.
Advantages of internal recruitment:
 Employees already know about how it runs and familiar with the work.
 Less time consuming and cheaper in nature.
 Company already familiar with the weakness and strength of the employee.
 It decreasing the employee turnover from the company.
Disadvantage of internal recruitment:
 No new and innovative thinking can be utilised from external place.
 Creates another vacant post that required to filled.
External approach of recruitment: When present workers are not appropriate for vacant
job, then organisation recruit the employees from external sources. M&S use this technique for
hiring the new skilled employees for their company(Brewster and Hegewisch, eds., 2017) . There
are many methods of external approach in which candidates are hiring from out sources which
are as follows:
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Advertisement: Advertisement is a process of hiring the new employees. This company
give advertisement about new vacancy through professional journals, news papers, social sites
etc. These types advertisement influence the candidates for job.
Campus recruitment: It is a out source of recruitment in which colleges and educational
institutions are offers the chances for selecting the employees. M&S also use this technique for
hiring the suitable candidates for the new vacancy by visiting the professional, management and
technical institutions.
Advantage of external approach of recruitment:
 For job seekers, they provided new opportunities.
 Company's branding is improve through out sources.
 From external resources, chances of partiality and biasing are less among
employees.
Disadvantage of external approach of recruitment:
 This approach is lengthy and consume more time.
 Candidates from outside sources are very demanding and demand for more
benefits and remunerations.
Selection:
Selection is an activity of choosing and selecting right persons for right vacancy in the
organisation. HR managers of M&S take interviews of candidates and analysis their qualities and
skills through interview and after select the best suitable candidate.
Approaches of selection:
There are many methods of selection process which are as follows:
Interviews: This is the best type of method of selection. HR managers of M&S use this
approach to select best candidates for their company. In this, they conduct interviews on a
particular date and analysis the skills and qualities of candidates through interview and select the
best candidates from all applicants(Briscoe, Tarique, and Schuler, 2012) .
Group exercises: In this method, managers of this company conduct group discussion for
the candidates. In this a particular topic are given to the candidates and they have to discuss on
that topic. If any candidate is giving their best then company hire this person as a new employee
for a particular job.
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Advantages of selection approach: It is a best method of selecting the employees. Its
provide the better advantage of proper assessment, uniform basis, selections of better and
qualified persons, reduced the employees turn over, objective assessment etc.
Disadvantage of selection approach: Its main disadvantages is that it is unreliable, fear
of exposure, costly in nature, wrong use of this method, time consuming etc.
Evaluation of different approaches of recruitment and selection:
For successful business, their important key assets is their employees who provides the
better productivity and achieve targeted goals. They requires the selection and recruitment
method for identify the best and strong candidate for their company. Evaluation of these
strategies and methods are help in retaining the new candidates and hiring the candidates for
advancement and can modify the workers retention and the skills of interview persons.
Company should tracking that measurement data(Dries, 2013) . Evaluation data should tracked
time to time to identify the failure and success of the selection and recruitment process.
TASK 2
P3. Benefits of different HRM practices within an organisation for both the employer and
employee
Human resource management is a process of developing employees and make them
become more valuable for an organisation. It is an activity which perform different roles of
recruitment, selection, orientation, conduct6ing training and development program for employees
etc. HRM practices are used by both employer and employees for enhancing business activities.
There are many duties of employer and employee which are assist to run an organisation. In
context of Mark and Spencer, HRM practices are helps to predicting performance of an
organisation(Vaiman, Scullion and Collings, 2012). It consist the activities of improving
motivation of employees, workforce ability and providing opportunities to lead higher
organisation performance.
Benefits for Employer:
There are some benefits of HRM practices for employer which are as follows:-
Retaining qualified employees: HRM practices are beneficial for employer because it
helps to retain skilled and employees for long run. It provide flexibility in organisation structure.
It helps the manager of M&S to find out skilful and knowledgable employees who can helps in
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improving organisational productivity and profitability. Qualified employees are key of success
for a firm who driving business activities more smoothly. So, HRM practices are beneficial for
employer to maintain qualified employees to achieve firm's objectives.
Promoting positive behaviour: HRM practices are suitable for an organisation because it
promote positive behaviour of both employer and employees. It also make positive environment
of an organisation. It maintain proper coordination between employer and employees and reduce
conflicts(Ellison and Boyd, 2013) . Without any conflicts managers of M&S can easily manage
the business activities and improve their productivity.
Building a flexible workplace: HRM practices provide a flexible area of workplace
which involve location, assignment, and flexibility in working environment. When the
environment of Mark and Spencer is more flexible then it improve communication and
coordination between group members which improve their performance in effective and efficient
manner. It is beneficial for employer because if there is a flexible working working environment
in organisation then employees can easily adjust at workplace and give their best to an
organisation.
Developing good relations: HRM practices are helps to maintain good and proper
relation between superior and subordinate. It also helps to measure efficiency in task in order to
control their activities. It maintain the effectual development of M&S and its employer to take
advantage of relief.
Benefits for employees:
There are benefits of HRM practices for employees which are as follows:-
Training and development: HR managers conduct training program to their employees
which improve their knowledge, skills and efficiency to perform a task in effective manner. In
M&S, HRM practices provide training and development which provide them opportunity to gain
additional knowledge for future growth and success.
Motivating workers: Human resource management practices involve the function of
motivation. In this, managers and leaders motivate their employees to perform task more
effective manner(Fine, 2012) . This is beneficial for workers that they get support from their
superiors and generate ideas for development of an organisation.
Improving performance management method: HRM of M&S aid to motivate the
employees to improve their productivity as well as efficiency for overall improvement in
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organisational performance. It also manage the coordination between managers and workers.
Performance management of employer helps to acknowledge the activity of employees and
reward to best employee.
P4. Evaluation of different HRM practices in raising organisational profit and productivity:
Human resource management practices is very effective for increasing the productivity
and profit of the M&S. When company establish the practices of human resource management,
then it is very beneficial and effective for earn the profit and achieve the goals of the
organisation. It can be evaluated by many points which are as under:
Innovative employees: Practices of human resource management motivates the
employees for better performance of work and achieving organisational profit and productivity to
fulfil targeted goals(Galli, and et. al., 2012) . If employees are innovative and creative minds
then they easily fulfil the targeted goals and also inspire the other people to work hard in the
M&S.
Effective rewards performance: If employees of any organisations are motivated through
promotion, incentives, monetary reward like money etc. then employees work hard to getting
those rewards and also automatically fulfil the company's goals and achieve maximum profit and
productivity.
Updating employees skills: In today's time competition is very increase time to time in
market because upgrade and advanced technology. M&S should also adopting the new and
upgrade technology for fast performance. For this, they also need to upgrade their employee's
skills and techniques of work which can helps to increasing profit and productivity of the
company.
Collaboration and sharing: This company should be share collaboratives tools and new
ideas with their employees to enhancing the productivity and profitability of the company. If
they share ideas and innovative thinking then employees also want to improve their thinking
capacity to contribute their ideas in company's success.
Employee retention: Employees are the main source of the any organisation which can
develop the organisation's success. M&S should maintain their employees in the company by
providing them rewards and monetary benefits because large number of employees can gain the
profit and productivity of the company(Jackson, Schuler and Jiang, 2014) .
Explore the different methods used in HRM practices:
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HRM practices are very important in any organisation. All the activities of HRM
practices are improve the productivity of the employees as well as organisation. M&S used these
activities like motivate their employees by giving them reward and update their knowledge by
provide them training and development program. These practices improve the reputation and
growth of the company in the market and enhancing the profit and productivity of the entire
organisation.
TASK 3
P5. Importance of employee relations:
It is a very important to maintaining effective employees relations for success of an
enterprise. For human satisfaction and high productivity, strong and effective relations are
required of employees. Employee relations deals with the conflicts among employees and their
perception towards each other(Kim, 2012) . If employee relations are good in the M&S, then
they easily achieve the goals of the organisation because employee are the main assets of the
company. If they coordinate with each other then they work stress free. This company also
provide the programs for increasing the coordination among the employees and resolve their
conflicts. If employees are happy and their bonds are strong with each other then human resource
management easily take the decision in context of the organisation.
Importance of employee relations:
There are many types of importance of employee relations that influence the decision
making of HRM which are as follows:
Increased productivity: Employee relation helps to increase the productivity of the
employees in an organisation. If employees relations are not strong then they do not work stress
freely and give unsatisfied results. So its important to HRM of M&S to maintain employees
relation for better productivity and they can easily take the decision.
Reduce conflicts: Conflicts are arises when employees opinions and perceptions are
different but strong relationship can solve the conflicts by giving them mutual understandings
about work and opinions(Ten Brummelhuis, and Bakker, 2012) . In this, employees are focused
only on their work for achieving the better result of organisation which create success for this
company. If there are not exists any conflicts among employees then HR mangers include them
in their decision making activity.
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Ensuring equality: Strong employee relations are exists in the company then all
employees treated equally which helps to motivated and encouraged them towards effective
performance. HR managers of M&S should treat all their employee equally in which employees
feel good and give importance to themselves that they also are an effective resource of their
company. This motivation and positivity provide good relationship in the organisation and
effectively influence the decision making process of HR managers.
Increased loyalty among employees: It is also a significant component of employee
relation in which they increase the loyalty among the employees. If workers are trust on each
other then they easily complete any task from each other help which also increase the loyalty
among employee and enhance their productivity as well organisation's productivity(Manvi and
Shyam, 2014). It is also positively influence the decisions of managers of M&S.
Evaluate employee relations and the application of HRM practices that influence decision-
making:
Employees relations are the main aspects of the any organisation. Strong and effective
employee relations are retain the employee for long time of period and increase their trust
towards each other. It is very effective aspects of HRM which helps to take decision and make
more productive to the employee.
P6. Key elements of employment legislation and the impact it has upon HRM decision making
Employment legislation
It is the law that regulate and governs business within administration. This types of
government laws affects the employees, employer and unions directly. Employment legislation
of Mark and &Spencer company explains about the safety and security of employment measures.
In addition to this it also explains about the minimum terms and conditions under which the
employees of an organization need to work out. Employment legislation seems to be more
important and is becoming more controversial due to its impacts on organisations and public
concern (Pierce, and Aguinis, 2013) . There are different types of employment legislation act
which the Mark and Spencer company follows in order to retain and motivate workforce to
accomplish organizational aims and objectives and they are explained below:
Different types of employment legislation Act:
The employment right act: It is the UK Act of parliament which is passed by the
government so as to systematise existing law on individuals right in labour law. This law was
9

passed in 1996. It is an act to strengthen enactments associated with employment rights. It was
created to make provision about work for the determination of employment conflicts. It provides
compensation for fiscal loss in non payment or lawless payment cases. In Marks and Spencer the
HR manager should communicate effectively and must inform employees regarding their leaves,
wages, hours etc. and protect them from any discrimination.
The Equal Pay Act: The equal pay act was passed by the UK government in 1970. It
forbid any less pleasing treatment with women and men in employment conditions and payment
terms. This law was supported by the equal pay act 1963. It protects employees from the
discrimination relating to employment position and conditions. In context to Marks and Spencer
it should be applied by HR in the organisation and must provide equal salary to both males and
females n the organisation in same position or conditions(Purce, 2014) .
The Disability Discrimination Act: The disability discrimination act was passed by the
UK government in 1995. Now it is relinquished and arranged by the equality act 2010. It
provides protection to employees with disability such as- mental or corporal impairment which
creates problems in individuals ability to perform daily operations. In context to Marks and
Spencer the HR manager must ensure that the law must be applied in the organisation and
prevent disabled employees from discrimination in employment.
The Race Relation Act: The race relation act was enforced by the government of UK in
1976. It protects employees against favouritism on the basis of race. Later it was replaced by
equality act 2010. In Marks and Spencer the HR manager should follow all the legal formalities
of this act and prevent workers from discrimination regarding race, colour, national origins, etc.
The Working Time Act: The working time act came in existence in 1998. It was
enforced by the government of United States to prevent workers from extra working. According
to this law the employees should work for maximum 48 hours and 40 hours for individuals less
than 18. In context to Marks and Spencer, this law prohibits employees to work more than 48
hours and prevent them from discrimination of extra working hours.
Various employment legislations have different impacts on HR decision making in Marks
and Spencer(Renwick, Redman and Maguire, 2013) . All these laws help in précising total
defects on employment contract, right to wages, workplace security, working hours, conflicts
solution, contract termination, etc. Further these legislations help employees from various
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discriminations which affects HR decisions, as they influences both workers and human resource
management.
TASK 4
P7 HRM practices application in work related contest
Person specification:
Person specification refers to statement of skills, knowledge, experience, attributes,
qualifications, etc. obsessed by an individual, in order to execute job obligation. It should be
traced from the job statement and forms the base for the recruitment procedure. It involves
attainments, personality traits, soft skills, physical attributes and particular job capabilities. It
makes interrogation process more polite and flowing from the beginning. It explain two types of
individual qualifications crucial for the recruiter - desirable and essential. It assist in identifying
whether the individual is according to the job requirements or not. It provides guidance for
composition of application form and job advertising. It assist in comparing applicants with the
others(Schaufeli and Taris, 2014) . It helps in defining balanced opportunities policies in the
organisation's recruitment culture. In context to Marks and Spencer to to prepare a person
specification following information must be required which is explained below in format.
Person specification
Essential criteria Desirable criteria
Qualification and training MBA in finance Maintaining financial
statements and budgets.
Experience Capable of making financial
strategies.
Specific background or
education.
Working in finance sector.
Personal attributes  Personal
presentation
level
 self motivation
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level.
 Courteous and
polite.
 Grooming.
Knowledge and skills  Typing and
computing
skills.
 Technical and
soft skills.
 The ability to
maintain
balanced
financial
reports.
 Industry
certifications.
 Good
communication
and listening.
 Face various
challenging
situations in
accounts
department.
Job advertisement:
Job advertisement is an electronic or graphic art presentment of an intent, in order to
employ individuals to execute particular work perspective in the organisation or company. It is
used by the employers to solicit appliers from the public or wanted prospect. It refers to an
announcement to fill the open job vacancies in the organisation(Stahl and et. al., 2012) . Its main
objective is to provide information to prospective job applicants about fresh opening and
influence them to go for that. It is composed in attractive tone and it consists details about the job
and company position and its benefits. It provides effective candidates for the required job, as it
attract applicants to apply for that. Its one of the important benefit is it saves money and efforts.
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REQUIRED
Assistant Finance Manager
Qualification and Experience:
 Candidates must required minimum qualification of MBA or ACCA from a
recognised university or educational institute.
 Required 5 years experience in the same post or in banking sector.
Required Skill Set:
 Applicants must have superior mathematical skills, customers service skills, integrity,
computer skills and effective communication skills.
 Candidate should have basic knowledge of accounts and finance.
Salary and other Facilities:
 Salary and facilities will be provided according to experience, qualifications and rules of
company.
How to Apply:
 Resume with documented valid certificates and passport size photographs email at
hr@M&S.org.
Mark & Spencer Public Ltd.
London, UK
CONCLUSION
From the above given report it has been concluded that human resource management is
very essential department of any company because it select all the human resource of an
organisation. Human resource or employees are key assets for any company because they
provide the overall growth of an organisation. Human resource functions are very important
because they provide training and development to the employees which enhance and improve the
productivity and profit of the organisation. They adopt various techniques of recruitment and
selection which is provide best, skilled and qualified employee to the company which helps to
achieving in organisational goals. Different HRM practices and employee relations are provides
effective coordination among employees which helps to take decision regarding company.

Company should follow all the laws and legislation of employees which is provides benefits to
the workers of company.
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REFERENCES
Books and Journals:
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Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
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Bos‐Nehles, A. C., Van Riemsdijk, M. J. and Kees Looise, J., 2013. Employee perceptions of
line management performance: applying the AMO theory to explain the effectiveness of
line managers' HRM implementation. Human resource management. 52(6). pp.861-877.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
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Purce, J., 2014. The impact of corporate strategy on human resource management. New
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Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
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Stahl, G. and et. al., 2012. Six principles of effective global talent management. Sloan
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